Let's say you got IM for a job you were never trained for and have no practical resources to rely on.
Or anything really. Very curious to hear anyone's experience with disputing a midyear or year-end review, whether you won or not.
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HR is a joke. My boss was sleeping with multiple men within the organization, including one who reported to her. Also, bullying took place on the regular. Called HR….she still works there. Guess that’s the consequence.
IM isn’t necessarily for displacement. WF doesn’t want to keep paying out severance pay, so the strategy is to give employees a low rating, so the second time they get it, they can be fired. No severance package, not able to retain any RSR’s that remain in vesting status, not able unemployment costs. Plus, they get to keep the headcount and fill it as they’d like (India, Philippines,etc., thus realizing budget efficiencies which they all need).
Seriously, not worth fighting…start looking externally. You won’t be able to move anywhere internally…so not worth considering. Plus, this is a s#!t company to work for.. run away.
The ratings are so subjective. Its your word vs your manager. I filed a dispute for mine and the rating wasn't changed. At the end of the day, HR based their decision on my manager/their manager's feedback.
So IM rating is layoff. Is it true? I don't mind to pay a bribe to get in list quickly.
@gp+1k0atgf7c Disagree with your optimistic outlook. This is kicking someone when they are down. A lot of these performance IM ratings are being forced. Meets shouldn’t be the high bar when there are 2 levels stated above that. Also, I know firsthand that performance ratings can ki-l any chance to move internally when the hiring managers have a little chat behind the scenes. Rank and yank has created a horrible fear culture and needs to stop!
Your management team probably needed to help fill out the bell curve, and since you were canned for unrelated reasons it was a good opportunity to do so without sc--wing over a go-forward employee. No future employer will see it or be aware, so there's not much damage done here, but the silver lining is that you got to help out a former peer one last time.
Got laid off in June 2024. Manager said I was doing a great job and this was only about budget cuts. A little over a month later there was a needs improvement review in my HR file which no one even told me about. I was not asked to acknowledge it. I was told it was a "special circumstance." I fought it for months, even consulted with an attorney. I got tired and gave up, which is exactly what they wanted me to do.
Fighting wrongful IM rating is pointless. It is a tool used to displace (eventually) the targeted employee. The decision has been already made.
@ad inconsistently meets
ok. lets look at the reason. You are saying that you got an IM because you were given a job that "you were never trained for" and "had no practical resources to rely on". I don't think there is any job at this bank that you can't teach yourself. That is what the internet is for, that is what AI is for. If you don't have the resources for a job ask for them. That is what the manager is for. Now if the manager is block your access to these resources, to the training then you have a beef. But don't wait until it is too late. Now is the system rigged? Yeah it is. Those that are su-king on the managers ti-s will be rewarded. But eventually your manager isn't able to su-k either so you are both out.
What does IM stand for?
Got an IM first time in my career. I think it’s part of a layered displacement wave in Q3/Q4. I needed a kick in the behind to get out of this sickening place.
IM means you are marked for future removal.
Your boss is managing you out.
LOL! You are going to get yourself laid off bro :D
Wells Fargo now uses metrics for decisions about everything even if they are sourced from bad data. If you got an IM it’s because your performance data is lower relative to other people with your job profile. Might that data be fudged? Sure, but YOU will have to PROVE it. You want to claim that you had no training nor practical resources to do your job? You’ll have to prove that you have less than your peers. Good luck! The system is unjust and rigged against you. To fit the performance distribution curve some people have to be rated below meets. You won the lottery for that and the justification was rationalized to support it. I’m a manager and that’s the way it is. We have complained about it up the leadership chain to deaf ears. It helps CS reduce headcount to meet his efficiency targets. He doesn’t care about you. He cares about his metric. Sorry.