Thread regarding Wells Fargo & Co. layoffs

Performance Review- Incons Meets

I got inconsistency meets, but no issue with my work in comments. Everything is positive as per my manager but they say I missed timesheets and HR is tracking so this is because of it. How true does it sound to you guys? Can anyone help and explains what's going on?

by
| 3600 views | | 40 replies (last )
Post ID: @OP+1eYy7f79

40 replies (most recent on top)

I suspect that I am making a lot higher yearly salary than most of my immediate team members. Was "acquired", "moved into" the team due to my technical skill set, not interviewed for a job on that team. That could be one reason I tend to get ranked as "Needs Improvement" I believe. They see me as making a lot of money already, or some such forced ranking rule. Hit the "glass ceiling", for now, it seems.

by
|
Post ID: @3ixx+1eYy7f79

@2hqv+1eYy7f79 same here, completely blind sided and ask for specific examples and all I was told was I got push back during calibration and have to leave you at inconsistently meets. Somewhere I saw 15% for that rating. Total BS! I am so unmotivated now, but motivated to leave.

by
|
Post ID: @2shn+1eYy7f79

What quota needs to be inconsistently meets? I was blind sided by this after getting great reviews from peers

by
|
Post ID: @2hqv+1eYy7f79

I have requested no future reviews. I am here for the compensation.

by
|
Post ID: @1cml+1eYy7f79

The ratings are a joke. I read on this website how some people on this website consistently get above meets. I'd love to know what departments they work for because in my experience and I'm sure 95% of the wf employees, no one can reach more than meets in the past 5 years. You could be GOD and not get beyond that. Unless maybe you are diamonds'S SON IN LAW.

by
|
Post ID: @1pso+1eYy7f79

The company mandated a bell curve for annual reviews. You have to have certain amount not meeting vs meeting

by
|
Post ID: @dvj+1eYy7f79

This happened to me. My manager had zero explanation for the rating. I started my job search and ended up being laid off from Wells 3 months later but already had a new job lined up at another bank with much higher pay. I got the huge severance payment, plus a huge signing bonus from my new employer, and still got my annual bonus from Wells. I love my job now and am back to getting exceeds ratings. Hope you have a similar happy ending…

by
|
Post ID: @tco+1eYy7f79

Has anyone seen any $$ or % yet. I think what i have heard so far they are setting expectations pretty low

by
|
Post ID: @tlo+1eYy7f79

I hate to say it but HR was very clear with Technology that your STAMP compliance would be reflected in your 365 performance. Now they did send that out in like Q3 or Q4 but likely no one paid attention because lets face it no one thinks it is important. However, Santa is getting metrics and see who is being naughty and they are taking note. Managers are also being held to account for reviewing the sheets to make sure your billing makes sense and approving manually and not letting the system do it for them so they may be getting the same feedback. Silliness to many

by
|
Post ID: @ymp+1eYy7f79

What burns me is when you make all your numbers, and verifiably achieve everything that they ask, and document it in your review, they still give you "inconsistent" or "needs improvement". WTF?!

A few years ago this happened to me. When I pressed my manager as to how that is even possible, he eventually said, "I just don't like the sound of your voice".

After that, I did everything possible to make his life miserable.

by
|
Post ID: @tie+1eYy7f79

@pft+1eYy7f79

Yes they should but unfortunately not all realize this. I got absolutely blindsided with an inconsistently meets and was laughed at when it was being communicated. Comments were all positive except 2; both of which were 1 sentence each out of 7 pages and neither were accurate. When I tried to discuss this with the “boss” I got the runaround. This is what happens when we institute a bell curve.

by
|
Post ID: @qgx+1eYy7f79

I had a similar experience. My boss said he submitted my review as Meets but was overruled by his superiors up the chain to an Inconsistent. He said there's not much that can be done even if he doesn't agree with it. It was a "political" decision and other managers were better at advocating because they had better relationships with the superiors. Someone has to be below Meets even if they don't deserve it. So I found a new position and couldn't be happier.

by
|
Post ID: @auj+1eYy7f79

managers can't just copy and paste reviews any more. they have systems in place to detect that. that are also randomly sampling reviews and going over them with a fine tooth comb to ensure quality standards are being met.

by
|
Post ID: @ify+1eYy7f79

@mdi+1eYy7f79

STAMP is basically a timesheet and is required of everyone in tech 3+ levels below Saul

by
|
Post ID: @lta+1eYy7f79

@bvi salaried employees DO NOT submit timesheets. Time Tracker (or whatever they call it in Workday now) is for hourly people.

by
|
Post ID: @mdi+1eYy7f79

Reviews are pointless and meaningless. It's politics at the end of the day. Look for a job that makes you happy, do the job and ignore the rest. Have your skills up to date to enable moves and then follow your desires.

by
|
Post ID: @qwu+1eYy7f79

Reviews in this place are a joke. Tell me my annual increase and bonus and move on.

by
|
Post ID: @cqn+1eYy7f79

Leave it to WF to insist that salaried employees waste time submitting internal timesheets instead of doing real work, and then downgrade people for not wasting time.

Everyone knows how badly STAMP is fudged, what a joke.

by
|
Post ID: @bvi+1eYy7f79

my previous manager would copy/paste everyone on the teams reviews to another. then he would change 1 item that would warrant your either a better or worse review depending on how he felt and how much did you kiss up to him. he was not cool.

by
|
Post ID: @hfk+1eYy7f79

Start your job if you haven’t already done so.

by
|
Post ID: @usu+1eYy7f79

@lak+1eYy7f79

Maybe try explaining to your manager why you want to do something differently than what they are asking for. Explain how your way is addressing some risk or whatever and then listen to the response back. Just because you believe your way is the best and less of a risk, that might not be true.

by
|
Post ID: @lnt+1eYy7f79

whether rated 1 or 5 a good manager will still provide areas for improvement. no one is perfect. and can try to go to HR about it but in my experience that won't work. was your rating the same at mid year? was the position on time sheets spelled out at all?

by
|
Post ID: @pdw+1eYy7f79

You were caught up in the quotas that occur in the calibration discussions. You are compared against your peers and there's a certain percentage (15%) that is expected to fall into the "inconsistently meets". Bottom line, you were doing your job but not as good as those around you and your manager could have been forced into guided distribution. It happens every round. I've experienced being told to move someone down on the curve regularly.

by
|
Post ID: @fkc+1eYy7f79

You just need to get out. Going to HR is pointless. Sorry but someone in your reporting change (justified or not) doesn't value you. It won't get better.

by
|
Post ID: @zbz+1eYy7f79

The Manager tells me to do things that are inconsistent with good risk practices and the best technical solution. Then rates me as "Needs Improvement" when I follow what I believe are the "best practices". Manager is "Happy" when I tell Manager I am no longer following what I "previously" believed were the "best practices" and just do what the Manager thinks is best. OK fine, whatever.

by
|
Post ID: @lak+1eYy7f79

I just always expect "Needs Improvement". Now with no bonus or raise. Manager always finds some way to twist things that I "Need Improvement". Works too much overtime due to "ineffective time management", for example. Always a negative attitude towards me.
Very demotivating for sure.

by
|
Post ID: @hvx+1eYy7f79

Manager still compares me yearly to the "super" DBA employee who worked for the Manager years ago. Manager reminds me, occasionally at least, of how GREAT that employee was and how I do not compare to that employee's performance. That employee came from a business background, also with wonderful technical skills. I will always be seen as "Needs Improvement" as the Manager continues to use that years long gone employee to compare me too.

by
|
Post ID: @src+1eYy7f79

@lfl+1eYy7f79

Either the manager is lying as you indicated, or they are an incompetent manager who doesn't know how to back up their higher ratings with specific examples and reasoning.

by
|
Post ID: @kmi+1eYy7f79

In the (optional) training, managers are advised that if rating below meets, they need to include written commentary on what you need to improve so you can make the necessary changes. If your manager didn't document what you specifically missed and expectations to improve in 2022, I'd open an HR case.

by
|
Post ID: @qbw+1eYy7f79

There is pressure from on high to force the masses towards meets, that said, I've never had an annual review of a direct less than meets, and I've never been told to drop someone down to less than meets during calibration or after audit. I have rated several employees with Exceeds and Consistently Exceeds over the last few years. You have to justify it, but it can be done. Anyone that says otherwise just didn't think you actually deserved it and is making excuses as to why you didn't get it. 'no, no, I was going to give you exceeds, but you know, those damn corporate types shot it down...sorry man'. If your manager says this to you, it likely isn't true.

by
|
Post ID: @lfl+1eYy7f79

You sir were hit by the bell curve. Your boss was forced to make a quota of meets and he thought you were disposable to downgrade

by
|
Post ID: @afy+1eYy7f79

What kind of mo--n doesn't do their timesheet? Can't be that on top of the day to day work if you're not even smart enough to make sure you're paid on time

by
|
Post ID: @ktt+1eYy7f79

They cant give you more than an inconsistently meets if you don't complete the basics like timesheets, training, etc on time...its in the emails sent out to explain the ratings/review for the last year.

by
|
Post ID: @dzi+1eYy7f79

Best guess, your manager rated you meets, and wrote your eval to align to that. Then sometime during the calibration sessions someone knocked you down, and either they or your manager didn’t do the minor tweaking to the language in the review to align to your new lower rating.

by
|
Post ID: @hpd+1eYy7f79

Eh, it has to happen to someone, with the bell curve of the ratings, eventually you'll be the one in the barrel.

by
|
Post ID: @hfw+1eYy7f79

Our reviews shouldn't be a surprise to us. Your manager should have been providing feedback and coaching throughout the year. This sounds like a good candidate for an appeal.

by
|
Post ID: @pft+1eYy7f79

I know for our LOB if you submit stamp late two or more times in the year, you will get dinged on perf review. I had two employees turn in late and one turn in late three times. I had to hound them the last few months just so they wouldn’t get hit worse. Sorry, do not know the rule regarding timesheets, but assuming similar.

by
|
Post ID: @sbp+1eYy7f79

If you were rated an inconsistently meets and there are no examples and results in your eval of you not meeting expectation then you should talk to ER and contest your eval. Worst case they’ll have to rewrite it and give you in detail why you didn’t meet expectations. Best case is that they can’t do that and numb you up to a meets.

by
|
Post ID: @nmj+1eYy7f79

Post a reply

: