Culture degrading over time, and high rate of change - IT Lead Business Consultant Wells Fargo Employee Review

- High rate of change with little understanding for why makes storming the norm and causes low morale and lack of focus/continuity, and inability to normalize and improve before next big wave of change. This gives being dynamic and agile a whole new meaning. - There seems to be some bias/favoritism towards individuals with "engineer" titles in my specific organization; and conversely there is low regard, promotability, mobility, development, and job security for contributors not in such roles. - Promotions are rare. Must post for positions of higher rank to advance career, or jump job families. - Compensation is comparable or below average for similar job responsibilities at other institutions, from what I have experienced first-hand or observed through career searches. - Poor or silo'ed communication from management to staff, and across teams leads to confusion and uncertainty. - Continuingly increasing workload with little reprieve, and therefore poor work-life balance with frequent excess of feeling that a 50+ hour work week is needed to maintain some semblance of sanity if in nothing other than to do email triage. No To-Do list is ever completed, no workload is fully caught up on. The saving grace is that many peer individual contributors empathize so are understanding. - It could just be a sign of the times or due to geography, the overall medical/dental/vision package is pricey and pales in comparison to that at my prior company. Each year, it only seems to increase in price for less value. - Low PTO allowance for salaried employees compared to other financial institutions -- will likely never accrue as much with the company in 15-20 years of tenure whereas in other banks, is higher at hire or in much shorter period of time. - Oppressive and outdated return to office mandates - 3 days onsite weekly with badging compliance reported and enforced, even if your peers are not co-located. Some departments have begun using badging non-compliance as employment termination reason. - Management's words often do not match their actions, with agreements recanted or "minds changed". - Performance reviews are conducted routinely but are haphazardly managed - ratings mismatched with feedback, little regard to input from peers and customers, and focus on achieving the bell curve. The company set expectations in 2022 that it will be very difficult to get a rating of more than "Meets", and management has demonstrated that per peer buzz. - Little or poor integration of key internal SORs and related data integrity, reflecting a lack of thorough requirement gathering, user input/testing, and/or poor strategy/roadmap for optimization and LEAN'ing work.