Thread regarding Wells Fargo & Co. layoffs

What is the point about doing a mid year after a layoff? Forget about legalese - what’s the point?

Since it’s just the mid-year, and the timing of your displacement means you probably shouldn’t expect any bonus unless you get rehired, I really don’t think it matters at all. In the event you get rehired then maybe look into contesting it.

I am a mid-level manager. You have to understand that if managers can't come up with headcount reductions, managers get sc--wed and potentially lose their job. We can't have that. We managers also have a family to support and a mortgage to pay. Don't blame us, we got to do what we got to do, sometimes managers have to lie to survive. My executive bosses are doing the same thing to survive. If you are in our shoes, I am sure you will lie to survive too.

@3jmp+1ttCafje, I disagree. We should not let Wells Fargo lie, taint and destroy our career with fake evaluations. Are you one of Charlie's cronies?

Best advice - don't sweat it.

Worst advice - hire an attorney.

Unless you are swimming in cash or have a lawyer buddy/family member, threatening WF over a midyear is lunacy. Even if your were to apply back at the bank AND they actually look at your review everyone is aware of the ratings games that take place.

Now, if this was year end and it messed with your bonus, that is an entirely different situation.

Your rating has to be justified by text. If there is no other text, just contest it with HR. They will either force the mgr to change it or to provide contextualization.

Leave WF - there are better places out there who will treat you as a human.

Left five years ago and my health improved dramatically.

Consistently exceeds
Exceeds
Meets
Inconsistently meets
Needs improvement

Or similar verbiage are the ratings available. If you were rehired, as long as you were “meets” for risk, you can be considered for meets or higher in overall summary at end of year.

Part of being displaced is LETTING GO. Your manager most likely gave you the IM to avoid having to give it to another. Your future should not be at WF. Just document what you did for your resume. Most people leaving such a reactive place have to learn how to be proactive.
Upskill, learn AI prompting, and set career objectives are some proactive steps you can take. You do not owe Wells anything.

Hmmmm, strange. So some LOBs have already completed mid-year? I don't do my manager call until next week.

All I can say is, everything is rigged at Wells Fargo.

OP--- it's a losing battle at WF to have it updated. Let it go and move on.
(I'm sure the same happened to me.....after my displacement call, it was mic drop. done with the he-l hole)

Hire a lawyer to change a mid year review - that advice is just insane

With forced distribution ratings there is a good chance the manager gave the IM to you to avoid having to stick it to one of the remaining team members.

Not saying it’s fair or right, but since you are leaving anyway it could just be a strategy to minimize the damage.

Managers CAN see your most recent rating but not until after interviews are completed. This is part of the selection process.

You have nothing to loose by a) putting in a case with HR, b) hiring a lawyer. Take screen prints, document. Based on other posts here it seems evident that new or hiring managers CAN see old reviews. Maybe not half year ones now, but maybe down the road. With all the posts on managers scapegoating non favorites in the reviews with negative comments which were never addressed before as they should be per the rules, it's plain libel. Protect yourself. Maybe it will put the company on notice, which will take time.

Based on what happened here, do you really want to come back & work here?

OP here.. thank you @zaj+1ttCafje.. TBH I do not want to hear "their voice or any of their lies anymore.." but curious why did they have to rate me as IM.. and not Meets or Not Meets... as long as mid years are NOT accessible by recruiters or hiring managers - thats all I care about !

@rlu+1ttCafje - I thought of pursuing the managers assessment.. and the 2 lawyers I spoke to.. said it will become the case of 'he said vs she said' ... and wont be worth time or money !

I think you are certain that you've been wronged. Follow your gut and do whatever you feel is the right path for you. I can tell you what I think but your position may be very different based on what you know, want or feel.

It'd be good if someone with concrete knowledge of interntal process chimes in as you have a specific question if this will be a part of documentation set in a case of rehiring (impact on my new position/benefits/pay/managers impression). I am not sure what's included and given to managers at that point so I'd be curous to hear about this as well.

Anyhow, good luck and I wish you all the best.

I think you should accept the displacement, take the severance. Get a lot of SOLID DATA and PROVE YOUR POINT on why the manager's assessment was incorrect. Before you do so, find a lawyer who will accept your case. Not only can you get severance but they may also give you a lot more given you proved legally what they are doing in these reviews is wrong. This is happening every day. Challenge it. Get it documented. Sc--w this dumpster fire of an org

I don't think mid years are accessible by recruiters or hiring managers, only year end reviews.

I know you probably can't, but it would be a somewhat satisfying experience to get your manager on the phone and ask about IM, just to hear the 15 seconds of awkward "uh... Uh.... Well...um..." as they desperately scramble to explain themselves. Wouldn't help you big picture, but small picture it'd be darkly satisfying.