I'd rather we stay understaffed than keep adding people who have no idea what they're doing. Then I'm stuck explaining things over and over again since the majority doesn't pay enough attention to remember anything, doing their job, and doing my work. Most of them leave within a few months, so rinse and repeat. If you can't find people who know how to do something or at least are willing to learn, don't bother hiring anybody.
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This post is funny! No one at Wells Fargo knows how to “do their job!” Wells Fargo is full of id--ts! Why do you think the bank has been getting fined by the SEC up the A$$! You should probably be fired to bc everyone Wells Fargo keeps on to long term has proven to be incompetent and leads to the bank being fined even more!
@cij+1esFpNsq
It is a managers job to track what systems their employees need or have access to and make sure new hires have the same access when applicable.
20 years at this company and only my first job had proper training. Awful way to go about things.
Honestly it is this way at all of the major banks.
If there is one thing that Wells is not, it is understaffed. We are 40% more bloated than competitive bank norms. It can feel understaffed because we have 1980s to late 1990s technology, but we are incredibly over staffed.
In 20 years, only my first position actually had a formal training plan. My second position not as formal but there was support. After that, it has all been sink or swim. I think this is largely due to the fact that managers are too inept to do the actual work and are mainly skilled at putting their nose in the rear-end of their boss who has their nose in their boss' bu-t and so on for a lovely corporate daisy chain.
@yxg+1esFpNsq - every team I was on at wells was like this. Absolutely no training, you basically have to learn each step of each task you perform by asking someone specifically about it at the time you have to perform it. You may not have met that person yet, either, so you go exploring a contact web before you get the right person.
Imagine being an introvert and having to do this.
I hear they are expecting to onboard 10,000 or so new people Q1.
It’s even worse when leadership gives you contractors that barely speak English. Now you have to keep them busy or else, despite not even asking for them.
For the huge department I work in, there is no central onboarding checklist. You’d think the person doing it would know to request system access, yet it’s something the managers have to figure out after they join their team.
The whole thing is a total clusterf#€k.
Well if we are honest there really isn't much of a onboarding and training for new hires in some groups. I've heard countless claims of lack of training or proper resources for new hires to come in and get up to speed. Then you have the teams who expect new hires to come in and already know everything about the role without even giving them the basics, like who to contact for information, where team documents are stored if there are any, etc. I do agree there are some who have the slightest clue what they are doing but some are willing to learn and ask questions but get little to no help from their teams.