Thread regarding Wells Fargo & Co. layoffs

What if what you do is being offshored to I&P team, you are training them and there isn’t much to do, is this a potential sign that your job is on the chopping block?

Of you are not in a hub, you will eventually be laid off. That's a given.

I’m in a similar situation. I actually applied for the position my boss suggested and I’m now waiting but I don’t have high hopes because I received an IM not too long after. I would suggest you look outside of Wells. WF is a corporation, just like the others. They don’t care about people, it’s about the bottom line. Understand that your manager is just a cog in that system and get out now.

Charlie and his crew have created an atmosphere that is so full of anxiety because of this HUB strategy. I am no longer with WF, and I hate to hear these stories. I am at a new company where I am appreciated and valued. I sleep better at night. I can’t believe I didn’t jump off the stagecoach earlier. Thanks for the push Chuck!

@ex+1jkgg71et

Every job has distasteful aspects whether manager or individual contributor. Every individual needs to make their own decision about what is acceptable for them morally.

If you're a manager with any longevity, you are going to have to fire people at some point. It's part of the job responsibilities by definition. You aren't doing people a favor by "resisting" - because you'll just get moved out of the way and the displacement will happen anyway. The most and best you can do is to make the process as humane as possible.

From the stories i've read here and heard at WF there are a lot of managers who just can't handle it and make things harder on the person getting displaced. There is no excuse for that.

“ One final thought - there are lots of really crummy aspects about managing. Laying good people off due to conditions outside of your control is the absolute worst. I have yet to run into a manager who isn't deeply affected when delivering bad news to good people.”

@c0+1jkgg71et The levels of cognitive dissonance necessary to, as a manager, come onto a layoff site and expect sympathy from those of us dealing with being laid off. You have power in the systems you are “managing” and instead of using that power to make real change, you come here with your bullet points seeking sympathy for the crumminess of being a manager.

Were any of the managers “deeply affected”enough to take any action? No you just fall in line and line your pockets like the rest of them.

I hope the bed you’ve made is comfortable, because soon it will be you on the chopping block—just in case you thought you were safe. Maybe, when it’s your turn, you can console your manager and discuss the crumminess of it all.

These bras look amazing

my biggest sign that I might be being tee'd up for 'displacement' was my 1/2 a percent raise and my age. watch for the more obvious signs.

worked out for the best.

Cheers!

I was coming to answer this but I think your manager found your thread buddy

And to answer your question on severance - applying for work and not getting the job will have no impact. If you get laid off you will get severance. It's as simple as that. If you have already left your position prior to what would have been a layoff you get no severance since you weren't laid off.

Suggesting that you start looking for another job could be her doing you a solid by trying to help maintain stable employment. If she is untrustworthy it may be a ploy to encourage you to leave so that she doesn't have to lay someone else off or will allow her to backfill for you. That would only make sense if she really, really doesn't like you.

Could you manager be lying? How could any of us know? That said, here is how this generally works in my experience.

One of two things will happen. Your manager will either be a participant in the selection process or they will be told what adverse action will be taken against their team without their input. If they are not a participant, they may be notified pretty early or maybe not at all - or at least not until a day or two before the layoffs (I've bad both scenarios). If they are notified early they may not have been given specific dates or times, just a list of people and the expected general timeframe. The specifics are going to vary depending on the situation and whether everyone is following the process.

If your management was included in the selection process my experience has been:

• A general heads up that staffing changes are likely to hit the group in the near future is issued by their manager (these get issued anywhere from 3-6 months out from the event).
• As you get to the 3 month window, the manager and HR will work together to establish stack ranking criteria for your team. Manager then ranks all team members. Results are sent to HR. This usually wraps up 2 months or so prior to the HR event.
• Over the next 2 months HR does their due diligence to make sure there won't be issues with laying off the selected people. If they run into a problem or if the dates slip for any reason they will get back with manager and adjust.
• A few weeks out managers are invited to displacement meetings that are required. The meetings discuss how the layoff conversation should happen and provide the manager with basic answers to basic questions. The bulk of questions that employees tend to have are addressed by displacement specialists or covered in their displacement packets.

As a general rule, managers are prohibited from disclosing that you will be displaced. I suspect this rule gets bent or broken all of the time. If you have a good relationship with your manager they will often drop pretty big hints (and still be compliant with policy) or outright tell you (and risk getting found and have action taken against them).

One final thought - there are lots of really crummy aspects about managing. Laying good people off due to conditions outside of your control is the absolute worst. I have yet to run into a manager who isn't deeply affected when delivering bad news to good people.

“How about working on managing your manager, figuring out your next steps and if the math works, looking for a new gig?
Your manager just told you that you are expendable and literally your job is in jeopardy. Take control.”

This assumes a lot. I understand if you’re upset with your manager, but what about the post says they’re not taking control. Also, “managing your manager”? We’re all here for info on layoff processes and other info to figure out next steps. Are you a WF manager?

The amount of questions like this on this board astounds.

"This all seems strange and my manager is not a trustworthy source.
What should I do?"

How about working on managing your manager, figuring out your next steps and if the math works, looking for a new gig?
Your manager just told you that you are expendable and literally your job is in jeopardy. Take control.

Are you in a geography impacted by location strategy? If so then that’s what’s going to get you.

If not, then yes, go ahead and job search if you want to - has no bearing on whether you’d get displaced or severance

The only time a job offer impacts severance is if you are already notified of displacement. If you search for a job and are offered one during your notice period, and decline it, then you don’t get severance

If you apply for another job but turn it down during salary negotiations, it has no impact on your current role or any severance you might be be offered if your current job is eliminated

Stay put. Do not make any moves on your own.
Your manager is trying to get rid of you for any of the following reasons

1. They make less than you
2. They believe they cannot control you.

I’ll take the $20. Also, do you have an answer to my questions or are you just…an actual troll?

I bet $20 that you don't even work for Wells Fargo