Some employees are denied opportunities for promotion, even when they have the skills required for higher-level positions. This happens because of an anti-internal movement initiative forcing diverse array of candidates in from outside when they don't have the necessary abilities. If you want to know why everybody good is leaving this place, here it is.
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"To the person who complained WF didn’t invest in him/her… so typical to blame someone else and expect to be handed everything. What did YOU do to show WF you are worthy of investment? Sit around and complain that you aren’t being given enough? I wouldn’t put my money into a pit of self pity, so why would a company do it? YOU are responsible for your career and development. Period. If you are working somewhere and you feel you do not have the opportunities you want, take control of your career and do something about it. Learn something new. Upskill. Get a certification. Find another job. Too adult for you?"
Woah, you've made lot of assumptions in your diatribe.
A perfect example of this is in credit risk where a senior manager was hired as an independent contributor last year, they only have 4 years of actual Finance experience. This person was then promoted into a senior manager role rather than the position being posted. This was 100% because leadership knew they couldn't justify hiring them over many of the current employees that would have applied. In certain areas if you aren't formerly from Chase then you have no chance, get out while you can.
@bqa+1kBQwEur and @efl
While it is true that people are responsible for their own career development to a certain extent, WF does not reward top performers. They also might offer classes on iDevelop to enhance skills, but none of that is taken into consideration when hiring decisions are made. Networking is a great way to obtain a new position, because frequently the only way to advance internally is if the hiring manager knows you, and wants you for the job. Back when I joined, they had a motto "people as a competitive advantage." That was the deciding factor in me choosing to work at Wells, because as they explained to me, that meant they valued their "team members" and they worked with employees to build their skills, and give them opportunities to grow and advance. After I was hired, I learned about the 10% salary cap when moving to a new position, even if the person obtained certificates, or a master's degree, or took classes, etc. The only way to get around that was if the hiring manager was willing to go to bat for the person.
Wells Fargo also shuffles people around. Someone can be hired into one job, and then moved into something completely different. People can also be given managerial responsibilities, or team lead responsibilities, or other responsibilities from a higher paying position, but then not get paid for it, and in the case of managerial/team lead positions, not be hired into that role because current job title doesn't include those responsibilities.
To the person who complained WF didn’t invest in him/her… so typical to blame someone else and expect to be handed everything. What did YOU do to show WF you are worthy of investment? Sit around and complain that you aren’t being given enough? I wouldn’t put my money into a pit of self pity, so why would a company do it? YOU are responsible for your career and development. Period. If you are working somewhere and you feel you do not have the opportunities you want, take control of your career and do something about it. Learn something new. Upskill. Get a certification. Find another job. Too adult for you?
This isn't a new thing at Wells. But new management has cranked the practice up to a 10.
good people leave, bad people stay and make fake accounts, pi-s on people, dont care about there jobs, take forever to do simple things, dont know what they are doing etc
"Unfortunately a lot of people sitting at WF for long periods of time didn’t invest in their own development and do not have the necessary experience and skills to take the work and the org in a competitive direction"
Wells Fargo hasn't invested in many of us, either. How many of us were told for literally years there's no money in the budget for training?
Oh so leaderships plan to force attrition is working? They don’t care who leaves.. just that people leave
Unfortunately a lot of people sitting at WF for long periods of time didn’t invest in their own development and do not have the necessary experience and skills to take the work and the org in a competitive direction. It happens everywhere, not just WF. People get used to having a lot of PTO and not having to think too hard when they have been in one place for a while. But the world outside your cubicle bubble moves very very fast and is extremely competitive. If an existing employee has CURRENT rock star skills, experience, and winning attitude, they will have internal opportunities. So, basically, pull your head out of the sand and take a good look at yourself.
The attitude at Wells Fargo is that if you work at Wells Fargo for any length of time you must not be good enough to get another job.
It’s nothing new.
Perhaps to get good roles we need to ur----e on people. Seems like executives do that theses days.
Banks don't reward internal employees, period. You can get promoted ten times with 15% raises and still end up making half the salary of an external hire. You need to switch banks every 3 to 5 years to "play the game" right. It sucks but that's how it is.
This is odd news. They’ve been at this for years.
Sounds like it's working out great without one of those unions you were whining about in the other thread, FakeNews