Managers- does HR/ higher ups look at the (legit) complaints against middle managers when deciding who gets cut/laid off? Quite a few managers treat their teams & people on them to the point of emotional abuse, or definately abuse of power. Heard some people went to HR, some didn't. It would make sense that managers that don't support their teams/people would be shown the door, but this culture is different. Does going to HR create a pattern to identify these managers for HR ?
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No. They don't give a flying fig.
I think the rules of the royal family apply here: Never complain, never explain. Unless you win the lottery and can tell this place to kiss your a$$.
All I know for sure is that the complaint is the result of in-person work. FRTO.
Two outcomes for filing an HR complaint with Wells Fargo.
- You have a valid harassment or ethics complaint, get labeled as a “Problem Child” or “Not A Team Player”, and get managed or PIPed out of the company under legit albeit petty reasons.
- You file a complaint, still get labeled, management drags their feet knowing a layoff is coming, layoff comes, you end up on the list, and the complaint quietly goes away.
I like number 2.
Just sue the he-l out of Wells!! I am
I’m still at Wells. Not sure why! Star program back in the day!
I went to HR in 2007. Employee very hostile in project meetings. Flipping desks, pounding on tables during meetings. I was scared. Went to HR, I was laid off! She stayed!
My coworker laid off was too, she later died of cancer.
My then manager got a training book, how to manage people. Got to see it at a team dinner, right before I was laid off.
Never talk to HR unless It's about a paycheque error or if you need to leave temporarily for parental or disability purposes. Never complain unless your spouse makes enough for you to be unemployed because you'll be on the sh*tlist.
Hilarious. WF HR cares nothing about ineffective managers or who they pizz off. You would get more results calling Ghostbusters than WF HR!!
I had a “manager” tell me that if I disputed my BS performance review that I would stand out and be subject to his manager’s (my 2up) scrutiny. In other words, I could complain but I should expect retaliation. That’s what you get after 16 years of dedication to mortgage credit risk and carefully creating and building risk engine projects and biz rules. A$$holes…every one of them.
Nope! As a formerly fu(ked over Wells Fargo employee, I can 100% confirm for you that HR is not designed to care for team members. HR is designed to back the spineless middle managers carrying out the directives from the spineless and greedy SVPs who have a bonus riding on the scr€wing over of good honest working people. WFC su(ks so bad.
I would say the two processes are completely separate and they don't talk to each other.
HR is an invention, an attempt by corporations to self-police and protect the company's interests. They serve more to spin positive data about the workforce to executives and USA Today "Top Companies to Work For" lists than actually manage human resources through conflict resolution, useful performance reviews and helping workers proactively.
Now if you can prove someone did something forbidden in the team member handbook, that is a different story.
I have known people who went to HR about their managers. They are gone. Their managers are not.
The person who brings the problem IS the problem. Always. No exceptions.