You must be nuts. There are no talented people in this bank.
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The so called "People" and "Human Capital" function here is dysfunctional to the bone! The recruiting here is a complete and utter joke as well! Just to hire an internal person for a risk and control role (that would support high priority issues) takes them 2 to 4 months. I know, because I interview for them and it takes 2 weeks from screening (after 3 to 4 weeks of posting for it) to just get the hiring manager to schedule the interview, then 2 to 4 more weeks for them to make a decision, then another week to get an offer out. Often there is little to no communication with the candidate on the status - none. It's awful! And all of this results in delays in progress on high priority initiatives these roles would support. These people don't know how to EXECUTE! Period. Or they are grossly understaffed, or both.
And I don't want to hear there is a lack of talent, there are literally tons of talented people right here in this bank that are being underutilized in roles and who are underemployed in roles, too, who could be doing meaningful work in other areas of the bank. They don't know how to utilize and grow the talent they have! Inefficiency and ineffectiveness to the epitome.
no sorrow here! WFC benefits and morale has tanked under his supposed leadership.
One of the first things the replacement will do is reduce severance to 1 week or less per year of service. Employees should be nervous. Those who've been let go to date are lucky in that regard.
@1ced+1anfpMeM. Who? Do you have some inside info?
Oh you are just going to love who Charlie has waiting in the wings...
Time to clean house, Kleber. Do your homework and you’ll figure out who needs to go.
For an organization that wants to transform, how about the next HR leader actually believe in PEOPLE.... All I'm saying is I joined Wells Fargo two years ago and never once have I met or heard from anyone in HR in support of me in a positive way. My journey:
1) Entry email: Go do this in two weeks.
2) Mail me a benefits pack to my cube.
3) Point me to a 700 page document.
4) Set up my video mandated training.
5) Here is my HR Service phone number. (Generally ok I guess, but who knows who my HR leader is....not even my manager knows)
6) Now: Shut down most of the phone number and send you to a computer helpdesk staffed by a totally useless chat bot and live chat people who know zippo about anything and I doubt speak English. The time it takes them to answer, you know they are putting your question through Google Translate!
How is it a bank with big pockets just refuses to do people in the "people part" of the organization?
And how is it that people in HR can't even tell you how HR is structured? NOBODY KNOWS.
Go ahead, ask your co–worker who the HR rep is. Nobody has a name. It's just c––p.
We need an HR function and leadership that wants to make this a Best Place to Work, a place where People come first. I have never heard anyone in HR say "we want to be the Bank employer of choice." Never. While that may be idealistic thinking, the only thing that makes this place go round is the people, all working together, all focused on serving customers and on the goals at hand. I have never felt the HR function was here to help employees succeed or make tomorrow better than today for WF people. Employee Relations is even worse.
When we get rid of an impersonal, sterile 1-800-HR function and instead get one where you can actually talk to a designated HR leader about your LOB, your leadership, legitimate needs and issues, then we'll may be go somewhere. I won't hold my breath.
Galloreese should have never been hired into the role to begin with. He lacked the leadership and credibility to hold the position. How he was hired I will never know. Terrible hire! Wells Fargo will be much stronger without him there. They will have to go outside the company to find the talent necessary to fill this role.
He got another job. He wasn’t pushed out, you id--ts.
NextHR man out? THANK BATMAN! I work in HR and even I can't get help from ServiceNow. Don't ever remove the support those of us who care about employees need to do our jobs correctly.
The old way got put back in place within two weeks, so at least someone up the chain figured out how frustrated we were.
Anyways, lots of interesting emails flying around in my world today.
I would love to know the inside story on this. I don’t know about the good vs bad of Galloreese, but
InHuman Resources has been terrible for so long, and it didn’t appear to get any better under him.
WFC is a hot mess. The people who think Charlie is doing a good job are those on the outside who only get to see what Charlie wants them to see. He is destroying us in the long-term so that HE looks good in the short-term.
Charlie and the BOD’s unhealthy focus on cost-cutting, offshoring, driving out the talented and experienced comes at the expense of long-term strategy, growth and sustainability. You wait and see. He is just one more arrogant entitled CEO who is destroying us from the inside out. I think the BOD knows we are a dinosaur who can’t survive in today’s fast changing innovative economy. They are just trying to drag out our inevitable demise as long as possible.
Can’t have a white male head of HR these days
Just looks bad
Good riddance! The worst HR function on Earth! What do you expect hiring someone from a Bentonville AR company?!?! Did I say good riddance?!?!
It’s interesting that the head of HR at BNY Mellon also left at about this point in CS’s tenure.
Looks like Kleber is climbing the ladder real fast LOL
Wasn’t laying people off nearly fast enough.
Watch for even more cuts /changes in benefits with someone that Charlie brings in.
ONE WEEK NOTICE? Dude was FIIIRRREDDD!!!
F*ck that guy. Old head of Walmart. Hatchet man and union buster. Since he came on board, profit share eliminated, healthcare changed and then gutted.... On his watch there was the highest employee attrition WF has ever seen. Good riddance for this garbage executive. Depending on replacement, this is likely a very good thing.
That guy was a frickin t–d. Tries to take away the 401k match without talking to anyone. Raises health insurance for those over $100k. The central HR system is a joke.
Ok so he DIDN’T want to stay at the place having 60,000 layoffs, makes sense
There will be stability when Chuck fills all the positions with cronies from JPMC
If this place is going to be successful, at SOME point there needs to be some stability–in personnel, policy, and processes. Evolving is a good thing, but incessant never ending change is a recipe for disaster. We've all worked on a new policy/process before...it takes time to iron out the issues. Same thing with new people. Well, if you constantly change, you're constantly in that state of trying to fix new/unexpected problems and just about the time you get it all figured out, things change again. Long term it doesn't work.