The annual Wells Fargo employee survey opened today. It’s supposed to be “confidential,” but I can’t help but question how anonymous it really is. Can anyone else relate? Feels like no matter how honest we want to be, there’s always that concern in the back of our minds—what if it comes back to bite us?
Would love to hear others’ thoughts—do you trust it?
They are only interested in employee participation %, not the content of the post. This way they can tout x% of our employees are engaged.
Best answer is no answer, strongest message you can send.
Back in the day, when it was called Voice of the Team, I was tasked with compiling responses for a group I had just joined. I could not tie the results to individuals. It was for one area where most of the people did not like a manager and he was named. As I started to get to know folks on that team- I could pick out a few, but only because they would use the same phrase, lol.
@ck+1jt1scnta The survey responses are NOT anonymous. They can’t be. I’m not a conspiracy theorist and I will fill out the survey BUT it is very clearly defined that if a manager gets atleast 7 responses from their directs they will get the results of the survey. If less than 7 they get the general WF report.
How else can they assign the generic answer to your specific manager if it isn’t anonymous. They can’t.
Additionally the survey company was provided a list of valid, active Wells Fargo employees pulled by HR as of April 16th. Only that list of users are allowed to access the survey and we are authenticated using SSO.
How do I know and I’m not just posting bs trolling? Because I was on leave on the 16th, returned, have been fully active since but cannot access the survey. Apparently a list is being generated by HR and this glitch will be fixed.
Can someone reply to this? Please give examples of the survey's questions. Are the questions focused towards management or the "team" or both?
Not filling it out. If they want my perspective, I welcome them to pull up any of my prior responses as very little has changed (they don't care enough).
They will likely need to send a search crew out to the landfill, for as much as my opinion was valued.
It's anonymous if you don't do it.
I like my manager and one-up. However, I know I am being displaced very soon. Hard to be positive or optimistic on a survey knowing what is coming in next two months.
The survey is not anonymous. Last year a peer wrote about toxic work environment and corporate HR reached out to several of us to elaborate. Nothing was ever done and the “whistleblower” found themselves unemployed.
Your feedback is tracked. Start with this; I am an id--t, me, the person writing this. Last year, when prompted for input, I gave it. HR reached out to me directly. My commentary was related to the stress levels and not outward facing. Yes, id--t, thats me. The polling does track responses, obvious threats and potential risks are flagged, and that anonymity goes out the door. Don't be me.
Meant to say "smile on his face" in the post below.
Be honest on the survey. Read the questions, you can discern which ones are directed towards your DIRECT manager and those managers above them. If your manager does a good job, say so. If you are disgusted by senior leadership, SAY SO. I know that there are so many unhappy people at this company, but they are never honest on the survey, so Shart gets to parade around with a smith on his face. BE HONEST.
And the May freakout starts.
Same posts every year.
Wellsfargo benefits are good. It the goons and thugs join here from JPM, Delloitte and other places ruining the culture. They come here and put a power point presentation and ruin life of others with no clue. They don't deliver anything useful . Create a chaos
the reason for the move up is to better hold leadership accountable come yearly reviews and to start making change during mid years.
Weird that it was moved up by about 5 months this year. Makes me wonder if they plan to use the results to structure a round of layoffs or some other actions.
Managers and leaders gets dinged based on surveys
@ck+1jt1scnta Problem is that poor scores on the companywide questions are still interpreted negatively against your manager, at least in my experience, even though they shouldn’t be.
In the end it doesn't matter. The best way to send a message that you don't approve is not to take the survey at all. FHY. Everything you say can and will be used against you. Shart will not change course. Ever. He wants every single one of us gone. F his stupid survey.
I know we all dislike Wells Fargo (and for good reason), but I agree, let's stop the misinformation. Your survey responses are anonymous. There are specific questions where you're able to discern whether you're rating Wells Fargo vs rating your team/manager, so if you dislike the company but appreciate the efforts of your manager then you can rate accordingly. Anything written out in comments will be available for your upper management but will not have your name attached. Smarter management can like determine who wrote what if they know their team well and what acronyms and phrases those people typically use in everyday writing - but your name is not attached to the responses. Let's try and make this forum as informative as possible so that it remains useful.
Even if managers aren’t actually dinged directly for the responses, pretty much all the questions are written about aspects of working here that are particular to your immediate team, or the director level down, at most. If you like your boss, your boss’s boss, and most of the people you work with under either of them, your global survey response is going to look fairly positive. Even if you actually have a ton of broader concerns about decisions being made at the C-suite level.
@b1+1jt1scnta This is a good point. I have a lot of valid grievances and frustrations, but I like my manager and know that they are doing the best they can for our team. So I am begrudgingly going to give good scores just because I know if I answered honestly it would reflect poorly on my manager and I don’t want to throw them under the bus.
It is NOT anonymous. Our leaders can see who said what. Your immediate manager doesn't have access to see names, but your director's boss does.
So much misinformation.
Management does NOT see names. Period. End of story. Now, in a small enough team a manager may be able to figure out who said what - especially if the comments are really specific. Or if you have a team of happy employees and one person who isn't happy then sure, the manager can probably figure out who selected the more critical options. But baring those scenarios it is confidential.
As for managers getting dinged based off the survey ... I've never heard of that. It hasn't happened in my experience or those of my peers across Consumer Lending.
It is unfortunate that so much misinformation is spread in this forum.
I got an idea. Why don't we have our own survey. Answer the following with the Likert scale (1 - Strongly Disagree to 5 - Strongly Agree)
1: I feel accepted as a member of my team, regardless of my background or role.
2: I feel comfortable being myself at work within the context of our transformation.
3: I feel safe asking questions about the processes or our work within them, even if they seem basic.
4: If I make a mistake during a sprint or related to our Agile practices, I feel it will be viewed as a learning opportunity rather than a reason for blame.
5: I feel comfortable giving and receiving feedback about our processes and team performance.
6: I feel my ideas and suggestions for improving our processes or work are valued by my team and leadership.
7: I feel empowered to contribute my skills and expertise to the success of our transformation.
8: I have sufficient autonomy to make decisions within my role in our process.
9: I feel safe to respectfully challenge the way our teams are working or the decisions being made, even by those in leadership.
10: I believe that when team members raise concerns about our processes, they are taken seriously.
11: I feel comfortable suggesting significant changes to our approach if I believe it would be beneficial.
12: Members of my team trust each other.
13: There is open and honest communication within my team.
14: Conflicts within my team are resolved constructively.
15: Our leaders model behaviors that promote psychological safety within the transformation.
16: I feel the organization is genuinely committed to making this transformation successful.
17: I understand the reasons behind the changes being implemented as part of the transformation.
It is NOT anonymous. Do NOT say anything you would not want to come back to bite you. The scores and comments are part of your manager’s performance review. They have them too. Definitely score them low if you want, but do NOT make any specific comments.
Could you provide some of the survey questions for us a long-time-ago laid-off person? Like many things about this bank we want to and have forgotten.
It’s not as though the questions leave you much opportunity for pointed criticism anyway. It’s all generic Likert scale survey questions.
I would NOT trust ANYTHING these people say or do at this point. Nothing. One of the most untrustworthy corporations on planet earth.
@a2+1jt1scnta is on the money! Confidential DOES NOT MEAN ANONYMOUS. Read ALL the small print. Please do not put yourself at risk by being truthful on that thing. You can middle-of-the-road it on your responses because not responding at all will also call you out.
Confidential doesn't mean anonymous. Confidential simply means your management cannot share who responded, or how. Of course you should not trust it.