If you receive 2 IM's in a row, are you likely put on the displacement list to go next (with severance) or are you fired with cause, and not eligible for severance? #FHY
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Been saying it for a long time. Hudson Yards execs do not care about costs or regulatory issues. They are here for one purpose, to eliminate the internal domestic workforce. All evidence suggests that they don't care what the results are of that, so long as it happens.
They’d likely put you on a PIP before they fire you for performance. Two IMs in a row might make you a target for layoff, but you’d get severance in that case.
you can't be immediately terminated without severance unless you do something egregious (such as physically attacking someone, for example). With two IMs your manager will get a ton of pressure about "curing" you - so the next step is a PIP - informal warning, formal warning, final warning.
OR if there is an upcoming "efficiency" cut you will fall to the bottom of the ranking and be displaced - with severance.
For those wondering what “Conduct Management” (CM) actually does—and what’s now walking out the door—it’s not just admin or back-office compliance work. CM is a second line of defense function that exists because self-monitoring in the first line can be inconsistent or conflicted.
At Wells Fargo, CM has been responsible for:
Investigating employee misconduct and ethical breaches, monitoring sales practices to prevent customer harm, managing conflicts of interest, code of conduct violations, insider risk, and escalation protocols, supporting regulatory compliance through behavioral oversight and culture risk monitoring.
These aren’t theoretical risks. The asset cap wasn’t lifted because our controls were good enough—it was lifted because functions like CM spent years building the frameworks that restored regulator trust. Many of the people impacted have deep institutional knowledge and were instrumental in those efforts.
If the plan is to replace them with offshore teams—India, the Philippines, wherever—that might reduce short-term costs, but it carries real long-term exposure: Regulatory expectations around conduct risk are U.S.-centric and culturally specific. Offshoring removes a layer of contextual judgment.
CM work involves nuance, discretion, and employee trust. It’s not just about ticking boxes; it’s about identifying and addressing subtle risks before they turn into headlines.
Conduct Management isn’t just a cost center—it’s a risk buffer. Gutting that layer or shifting it to remote teams without strong continuity and local insight doesn’t just increase the chance of issues being missed. The real danger is that they quietly fester, unmonitored, until they explode into:
Regulator scrutiny, Consent orders, Congressional hearings, or Front-page news.
That’s a very expensive way to save on headcount.
Hopefully, someone in leadership is looking past the near-term P&L math and doing the full risk calculation. Because if not, this may be one of those decisions that looks smart today—and reckless in hindsight.
The two consecutive IMs can turn into third one, an even lower rating, or a PIP. In any of those three cases, an intent to fire without paying severance due is a possibility. I suggest informing yourself now as to options available to you in such case. Especially, if the potential severance payout is sizable.
@b3 FU on your own please!🙏
@aj Just please leave on your own.
It could go either way. If the next review is also rated IM, it is likely they want to manage you out of the organization, with severance. If IM turns into an even lower rating, or PIP, it is likely they will want to deny you severance due. I would consult a lawyer now — just purely informationally, to be ready for the latter scenario, and in case your potential severance might be substantial.
I have the same question as OP. 2 IMs in a row year-end and mid-year ones. Boss is singing song that he did not want to do this to me but others on the team did not deserve IM. I was searching on the teamworks for policies about this but nothing came up. Does anyone know what’s the process?
PS: smart pants answerers please skip to the next topic. TY!
Your boss hates you and wants you out.
Two IMs in a row means security is on its way with tasers out. Hide under your desk!
unless you have been put on informal warning then a formal warning you will not be fired for cause and can still be severed. there is a whole process that has to be followed for terminating someone unless you do something inexcusable
@OP
I think you just demonstrated why you got 2 IM's in a row.
Probably not for cause. They would need to place you on a PIP first. I would never agree to a PIP. At that point negotiate separation. Keep your records. Take pictures of your reviews. Try to link why you had years of good reviews, got a new manager, and then all of a sudden this dude doesn’t like you. Show how the lazy manager did not give you feedback.
Huh?
Huh? Breadcrumbs…