https://www.thelayoff.com/t/1mEWrVV1
TheLayoff.com
Last Performance Review
Do you trust that your manager’s manager or other people in your management team didn’t make your manager lower your last year-end rating to fill the quota?
Who has their finger on the scale and why are Wells Fargo’s performance review methods so terrible?
1d ago by Anonymous
15 replies (last 10h ago)
1365 views | no reactions
Post ID: @OP+1mEWrVV1
+7
15 replies (most recent on top)
@1zke+1mEWrVV1 right?!
tho, the last job I want is my mgr's job...or any middle mgmt job. It probably pays well--but you are kissing a$$ and drinking the kool aid--forcing it down our throats...
I'm here for a couple of more years until retirement age for the medicare or a lovely severance package.
10h ago by Anonymous
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Post ID: @1mvm+1mEWrVV1
+4
Sc--w reviews. They mean nothing to anyone except HR who is worthless. No one fits their ridiculous molds. Let’s have the employees review the management here including Charlie and his minions. Bet their would be lots of PIPS and terminations.
15h ago by Anonymous
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Post ID: @1psh+1mEWrVV1
+13
I trust no one in this company and certainly not one of our low life managers. Wells Fargo is the least farthest thing away from trust!
19h ago by Anonymous
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Post ID: @1zjo+1mEWrVV1
+7
@yrn+1mEWrVV1 Another reason for the Bank to look closely. If you're a top performer on your team, a backstabbing middle manager is going to think that you might take their job if they get laid off, so who do you think they will downgrade & who will they give good reviews (even if they aren't good at their job)? Yeah, the non performers will get a free pass, just like everything else at this company.
1d ago by Anonymous
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Post ID: @1zke+1mEWrVV1
+13
WF and “trust” are incompatible.
1d ago by Anonymous
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Post ID: @1xwm+1mEWrVV1
+17
100% on point and my experience also
WF believes if they put something in writing (i.e. it’s not a curve) then it must be true and employees are not sophisticated enough to recognize the truth.
Disgusting.
1d ago by Anonymous
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Post ID: @1fvi+1mEWrVV1
+16
F@ck reviews. I will do what I want and where I want. I don’t do what they tell me to do. The managers hereare all stupid. I had to write my own review so I rated myself perfect
1d ago by Anonymous
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Post ID: @1akx+1mEWrVV1
+8
It's not even funny that the mentality to "game the system" is applied to everything WF does. AND BADLY.
1d ago by Anonymous
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Post ID: @jrz+1mEWrVV1
+14
I fully expect to get a meets next year because I got a consistently exceeds this year. They'll cycle through to other employees. Not sure how it'll impact my comp with going from a 5 to a 3. My bonus is a huge part of my comp.
We actually had someone at a two and then management said no, give them a one. Which was well deserved though.
1d ago by Anonymous
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Post ID: @baz+1mEWrVV1
+10
Manager here, long-time employee. The process is gamed. And yes, as the other poster said, don't trust us. We're not dealing from the top of the deck, not for several years since we got the new HR leadership.
Look for "performance calibration process" on Teamworks.
Read between the lines, "This is not a grading curve", the docs say. It's totally a grading curve. I have been told explicitly, "You need to drop 2 exceeds to be compliant for your team size", not let's talk about how your team is above average and might have earned these ratings, not even about the individual review content - no conversation - these are the numbers, meet them.
There is not a lot of discussion or feedback from senior management in the calibration process (they would have to know what is going on) - they just have a spreadsheet with the number of employees and total expected ratings in the "curve, not-curve". If your team is out of line you have to change it or do a lot of justification, or another manager can be compelled to donate an exceeds, etc. to make the org "calibrated".
They say it's not a curve in several places - look at the slides - there is literally a picture of a bell curve on the slide. Don't insult our intelligence! I have a highly performing team. I get the same allocation of meets/exceeds as some of our more redundant teams.
It's not right.
Luckily my org has only been enforcing the rack-and-stack on the positive side of the curve (forcing exceeds to meets). I have not (yet) been forced to lower a meets to something else that wasn't actually true. I would involve HR at that point (with full expectation of retaliation, up to and including termination). This is HR who rolled this out, so I don't expect they'll take the criticism lightly.
Some managers try to rotate the exceeds between top performers and pad the blow to try and keep top performers that are "meets" when they should have been exceeds. We loose the best talent this way. A shortsighted way to drive attrition - it's working. Rock-stars are leaving in droves while cube-warmers stick around. Good job Charlie - give yourself another raise.
Also, don't search teamworks for "salary calibration process", at first you'll be shocked, then you'll cry. This is your life and we're treating it like a game of Dice and Small Binoculars. That makes me sad, you deserve better, and we failed you as a leadership team.
1d ago by Anonymous
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Post ID: @xtn+1mEWrVV1
+38
I don't trust any managers anymore.... I use to!
everyone needs to watch their backs, as some of the current mgrs who were spared displacement are protecting themselves and areback stabbers
1d ago by Anonymous
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Post ID: @yrn+1mEWrVV1
+17
Yes absolutely. I had an Exceeds at mid year and was due to get one at year end. My manager was specifically told to downgrade the rating for a few people, not just me.
Shenanigans are being pulled yet again.
1d ago by Anonymous
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Post ID: @nfq+1mEWrVV1
+21
I know for a fact that my manager was rating me as a meets and her manager, who never interacted with me during the review period, made my manager downgrade me…and made up negative s#it to justify it. That’s why I quit.
1d ago by Anonymous
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Post ID: @gdd+1mEWrVV1
+13
Are you asking if it happens or if it happened to an individual? It's widely known that yes senior/OC managers provide ultimate input on the final grade. I was not impacted specifically by this though.
1d ago by Anonymous
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Post ID: @ksa+1mEWrVV1
+11
My manager gave me an exceeds rating. He left and my new manager presented a meets rating at review time. And, flat out told me the manager above her changed the rating and showed me what my previous manager had written. My mid-year rating was consistently exceeds. So, my rating changed from consistently exceeds to meets within 3 months. Nothing changed in my work in those 3 months.
1d ago by Anonymous
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Post ID: @cks+1mEWrVV1
+26