I am actually floored by this guy. I’ve seen some toxic stuff in my career, but this is next-level. He’s been here a year and honestly thinks he’s a deity, the way he talks down to the Indian team is straight-up disgusting, like they’re beneath him, question nothing. His emails read like they’re coming off a stone tablet from God. He makes endless snide comments on calls to belittle people. I would contact HR about this, but from what i've seen they find a way to fire you if you raise this stuff. I'm looking as well, its not worth the health problems.
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It is largely a cultural thing. Very common in India (ask me how I know). This person may believe they are entitled or have someone above looking out for them, or they may not have fully adjusted to US culture. And there are plenty of US a-holes too.
@e8 so you got lucky then?
Three-plus yrs ago I had a solid retaliation case (exhaustive documentation) and received a severance two months into it. They let two of us go at the same time to make it look like it was not a "me" thing. I was not high enough to lawyer up and fight it so took the package and dropped the case. (This after I burned the midnight oil on a project owing to management's incompetence leading to a "crisis"... and the "crisis" embarrassed them as I sought and found resolution.)
@de Without getting into details, personal experience: ethics line ultimately goes to WF management - it is not 100% third party. Beware.
Do yourself a favor screenshot everything you need, spend at least 2 hrs applying for jobs, and then when you give your notice period fullsend it to someone.
Report to EEOC
There are many managers like that who belittle their team members. Top management doesn’t do anything about it. Leaders sense this issue but no action from their end. Same managers play victim mindset and spread bad things about leader expectations. Extremely toxic.
very typical
It's not impossible to get out of a toxic environment, I've done it each time without needing to go to HR. It was not easy but the first thing I did was pray in Jesus name. In some cases I had to fast to break down strongholds, because the situations looked impossible to get out of without quitting. Over the years those people who tried to cause me harm have either been laid off or their power of influence has been taken away or weakened and by God's grace I'm still here despite all odds and once again free from the toxic bullies. Right now, I'm witnessing yet another bully slowly lose their power, for example, they just lost all their direct reports and received an individual contributor title. They're still trying to hang on to their power, but it continues to fade and I'm here for it.
Best to decouple from this toxic personality. Life is too short. Upon exit, the company ideally should be made aware of his demeaning behavior and corrosive impact on the team. The two levels above him, CIO, and HR. One more such report from another victim, and he will be gone for good.
Do not report to the ethicsline, Wells uses it as a way to get ahead of lawsuits, unsurprisingly their investigations always find "no wrongdoing" you are better off reporting the situation to one of the regulators, CFPB, OCC etc.
Oh, even you do not plan to file any case right now, please still keep all the evidence, screenshot teams chat, save the email, record the meeting.
Who knows, maybe you need it later.
oh one more thing, if you have already decided that you are going to leave the company anyway, there is no need to stay anonymous. You can speak directly to the investigator during the Ethics Line investigation
If you have concrete evidence, report it through the Ethics Line anonymously. Provide all the evidence you can, as long as it does not identify you, especially if you are afraid of retaliation.
Keep in mind that HR or compliance will still try to talk to you; they will tell you that the company does not allow retaliation, which we know is false.
The good news is that I have heard of two people getting fired from Wells Fargo. One was an Indian manager acting the same way, and another was a manager who walked into a female employee's hotel room.
However, your evidence has to be concrete. Most importantly, the way you present it must align directly with a specific company policy violation or an EEOC (Equal Employment Opportunity Commission) violation. You should talk to a lawyer or use ChatGPT to make sure your writing is sharp. General "misbehavior" or minor misconduct does not count in this company—they protect managers. But if your writing is precise and your evidence is solid, they will ditch the manager right away to avoid bigger legal trouble down the road.
Their work culture actually allows that. They all home to someday be the manager. Its a mark of success for them. Not doing a good job, but earning the most money and having the most power.
You can post anonymously thru the ethics hotline
I'm not a licensed psychologist but this situation reeks of a highly insecure person. Wells wrote the master class on the Peter Principle. There are tons of a--clowns posing as managers who have absolutely NO business managing a lemonade stand.
I'd leave. Not worth it.