This sounds like a breech of ethics. I get the forced ranking, but don't accept this.
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This is what you may consider: watch silly corporate commercials for the d-mbest of the USians, then be a good worker Work hard, read the company script, and believe. Oh, and watch lotsa corporate state run MSM propaganda Then buy a house with a mortgage, and have kids, and enjoy that "life"
@1jbc+1ggb3YuJ, you're giving HR entirely too much credit. Trust me. HR has no power on 90% of the changes being made. They're not changes being recommended by HR leaders and being supported by the OCs and the CEO. It's the exact opposite. These changes, including the performance rankings and what % of the population could be within each rating was from........well, you all know who it was from. Literally, a proposal was taken to him after the first year he implemented it because we wanted to show him it's not industry standard, it causes employees to compete with each other rather than help each other, etc. He thanked the presenters for their time, but he was keeping it. RTO? TVC? HR didn't "come up" with these. Instead, we're just the poor schmucks who have to carry it out. And before you say we don't tell the OCs and the CEO that these are bad ideas, read the aforementioned about the performance management rankings. We do and they don't care.
Somehow, HR has gained far too much control over how companies are managed - especially at WFC. They are the most highly incompetent department at Wells Fargo, and then they keep coming up with “new improved HR strategies” which our spineless C- Suite signs off on. In actuality, Charlie hasn’t improved a thing at WFC. It’s all just more of the same.
HR has the entire company jumping through irrelevant and counter-productive hoops which have nothing to do with the true business at hand which should be customer service, compliance, profits, technological advancements etc.
Excellence will never occur as long as our C- Suite keeps letting the tail wag the dog. HR should not be running the store.
@1kjq you're in for a shock if you move on then. Every white-collar job at a company with over 1,000 or so people operates this way today. It's kind of sickening, really. But the alternatives are smaller companies or starting one of your own.
Agree. They pretend to pay and we pretend to work. Seems fair.
isn't the system diminished by the fact there's no consistency yr to yr and they put onus on employees to write goals? Never seen anything like to this in decades of private sector experience with other big companies.
Come on guys. Wells Fargo has turned this in to a game of Survivor. It is not very difficult to outwit outlast outplay an aging dim-witted dinosaur.
Give Wells Fargo the equivalent of what they give you. As they take things away, so do you. As they make life more difficult for you, you make life more difficult for them. Oh your poor manager’s hands are tied? So are yours, in other ways.
Be subtle, be smart, be strategic, be everything they are not. Win the game.
I've experienced 99% of things at WF as subjective vs objective. I think it's why the company has so many problems.
Your manager sounds like an a$$ho-e. Par for course!
Ratings do not matter with TVC. Before you could have 2 meets, one close to exceeds one barely makes it but manager tied to a percentage for bonus. With TVC who cares? If the manager was sincere they would pay you like an Exceeds rating and the barely meets gets less. It is about the cash.
This happens in all companies. That's why I take evaluations with a grain of salt.
A lot of crazy things have happened but I am still sticking with Wells Fargo. I guess it would take much more for me to leave. But some changes have been ugly, no doubt.
the performance review system is in shambles, a complete changing mess every year
if perf reviews were in February why are you complaining about this now?
Same here. Got "Meets" but told that it would have been higher except the goalposts were moved.
Telling your employee they are an exceeds then giving a meets is what makes WF so toxic. Nothing but lies from management.
I experienced a similar situation. I was told I would have received exceeds but the rules changed and the bar was raised.
Whatever....it means I missed out on what - another 0.5% of merit increase above the cr---y one I received? Raising the bar midway through the year and not telling employees is messed up, but as the other people stated - this is corporate life and if we don't like it we have options.
Weird thing to bring up months after reviews but…..
This is really no different than any other major corporation. You get ranked in your team, then your department, then your division then the company. Three factors are in play at each stage: your performance overall, your performance against your peers (think people in same job title) and your manager’s ability to sell your accomplishments.
The further away from your day-to-day manager you get, the more your accomplishments have to resonate to be valued. Solved something that only applies to your team? You could be exceeds for the team then meets for the department if your peers solved more impactful problems. It’s not unethical for your manager to tell you what they did.
If you want to be an exceeds you really need to solve something significant that impacts more than your team. If you’re doing a great job, and I believe you probably are, that’s a meets in this environment. Look for opportunities to work on cross functional teams that have a big goal. You’ll break your back to get it but Exceeds and Consistently Exceeds can be had by doing so.
Good luck!
I'm sorry that happened to you. It's certainly a slap in the face, unfortunately this doesn't surprise me.... managers will tell you their hands are tied. It's either too much work for mgr to push thru your exceeds rating since those are rare and upper mgmt & HR require a lot of input. My mgr oozes favoritism and promotes those he's worked with for years as well as nice merit increases...those of us he inherited --his words "I don't know you" so I feel you @OP+1ggb3YuJ. My comment in employee survey was how WF needs to improve their review process so its equitable as opposed to personal.