Thread regarding Wells Fargo & Co. layoffs

@OP doesn't realize how resistant to change prior leadership was. A group I was previously in once had a proposal to replace a severely overworked system that would be fully funded out of existing budget and management said no.

Instead we got a cr-p SharePoint list and some workflows as the solution.

The issue is a little more complex than stated. Mid management is stuck sometimes too in what they can and can’t do. For some topics, there are layers upon layers of approvals to go through to make what seems like a simple change. Or there are so many stakeholders involved, it is difficult to find consensus. In other instances, mid management has “been there, done that” and they have already learned in their 20+ year experience why an idea may or may not work or they have learned to be cautious about knee jerk reactions because they have seen an idea go terribly wrong because something wasn’t accounted for. When something does go wrong, WF tends to have severe consequences for anyone who had the idea or was involved. Which leads to people not wanting to try something new.

Nonetheless, I agree that somehow barriers need to be reduced (less approvals and layers), ideas and knowledge shared between new and tenured team members, and the environment changed to allow for a measured approach to try something new without fear of negative consequences.

@qzq+1qJ5l6EC your blame is misplaced. At this point the only fix are deep, wide spread cuts and back-fills. There are pockets of quality folks left but they are far outnumbered by the resentful, spiteful employees hanging on not to mention the poorly trained/indifferent new folks and the leadership who are making the awful decisions. $$$ will not fix this, just look at the other threads here. People complaining that the lower income folks receive a flat one time bonus says it all.

What you're asking for (...better tracks performance, clearer goals and expectations, realistic promotions, mid-year $ rewards, etc. ...) I already see being enacted here yet there are continuous complaints about ratings, stacked rankings, etc etc.

This course correction will take years to settle the company.

A fully funded HR department will fix this? I doubt that. HR cannot be trusted to do anything but protect the company from the employees.

When you say "middle management" I think you mean "executives", they are the ones yooyooing back and forth on policy. Easy recent example "no corporate titles for non-exectives!!" couple years later "corporate titles for everyone!!" 😐 The old school knows a lot of this stuff has already been tried and we shake our heads and roll out eyes right along with the ICs.

Changing of the guard will have no bearing on anything. Individuals are continually left to contribute without accountability or guidance. Management and direct reports have no compass to follow, making it up as they go.

The solution 100% is a fully funded and robust professional HR department. Imagine actually having a whole department incentivized to foster a work culture that better tracks performance, clearer goals and expectations, realistic promotions, mid-year $ rewards, etc.

This isn't a nice-to-have, it's an absolute requirement if we want everyone to win.

All the new blood at the top of the house is making us crash into an iceberg. It is not any better with the executive management. Charlie’s direct are all fumbling the ball.

No shitt?! Welcome to Wells Fargo!