I have been with the company for over a decade and until this year every single review has been meets or above. This year I got smacked with a below meets on my mid-year check in. Can they use this to terminate me without severance? I am fine with getting laid off but I want my package.
33 replies (most recent on top)
@1b2 if they wouldn’t approve it that means your disability was bogus. Mine is reapproved every year with no issues.
@1a2 well I had an option to. The dept and OCC were on board but the accommodation team told me I couldn't continuously use it after a point, they'd stop approving it even it had been approved before. That it didn't matter. Yes I was really told this.
I had no choice but to take severance after hearing that, I can't travel 2 hours one way. Sad to think that I got as far as a reinterview and offer some cr-p like that happens.
I'm still upset about it. Been over a year now.
@18w a remote accomodation does not give you special privileges to live outside a hub location.
@vf keep an employee who knows the job has a good record all around vs get rid of them for someone who does the complete opposite.
[[[ The only reason the original employee left too was because they wouldn't allow full time wfh. Even with an approved medical accommodation.
Were told it was short lived and not permanent and have to live within 50 miles of a hub to use it. I'm sorry. I live 100 miles out. As if someone is making it up. So much for Disabled employees diversity and inclusion. ]]]
Obviously everyone that has this tactic applied to them. If you receive no severance sue their butts. If enough people sue or even class action perhaps it will change.
@tv you said: "It would be cheaper to keep me." Unfortunately logic and what's best for the company/customers generally don't factor into these decisions. Senior leaders only want to reduce headcount because they're incentivized to do that. They don't care about the consequences. It's ridiculous but it's true.
@tv your mid-year rating should not change if it is finalized in Workday. You could be reduced to a Less than Meets for your year-end.
I received a meets but was informed it could change. I also received a comment about what action I should take to improve my performance. This is a new manager for me. My previous two managers were both laid off. I feel like I’m going to get IM at year end no matter what I do because I have been set up to where I can’t do the improvement to my performance. But at the same time, I don’t have the years of service and level as my other team members. It would be cheaper to keep me.
@ky did you get displaced or termination? Did you get the severance?
@m1 probably after annual review if you get another IM then. and probably a smaller than usual bonus and no severance.
If we get below meets in mid review, should I expect termination before the yearly review? If I make it to yearly review but it also is below meet then would I still get bonus if not severance if laid off in January of next year?
This is what happened to me:
February 2026: Got IM on 2025 Year-end rating. Comments were a lot more positive than negative and was surprised that overall rating was IM.Oh well, I figured it would be an easy fix.
April 2026: Got an informal warning. Was told that anyone who got IM had to get an informal warning in HR. Boss and I set up meetings every other week to discuss progress on what was a very broad goal for me. No dates were mentioned regarding when the progress must be made by.
May 2026: Got a formal warning due to his not being happy with length of time and progress made. It’s only a month later and Mind you, the main deliverable he wanted me to take over is a monthly process that I TOOK OVER and ran in June. I was 100% taking it over in July.
July 7th: Got let go due to performance. From May to July 7th, I had taken over 3 monthly processes and working on a 4th one. He never specified any particular process, just that I work with someone else and take over from them. He never spoke to that individual about me taking anything over except the one main process.
It was clear this is bullsh-t, I’m pi---d that this just a dirty, sc-mmy way to avoid severance.
But don’t worry, I’ll get my revenge.
That's what she said
@jd "your 'severance' period has begun" -- best to avoid that term since most people who lose their jobs due IM ratings are getting fired without severance.
@OP I truly hope things work out for you. Quick question: as we’re completing the mid years, if our rating was “less than meets,” should we have been fired already – – or we have not been, does that mean that “they” are waiting until EOY to see if our rating has improved —and if not, then we are fired?
Forced ranking in full effect across the company. If you get an IM consider it as a soft termination. Your "severance" period has began and you are on borrowed time. Do the basic minimum on the job, and understand that there is less then .01% chance that if you do everything right you will get to keep your job. Every function has hard headcount reduction numbers and Mr CEO is going to get his pound of flesh from everyone.
I'm fully prepared for an IM on my EOY b/c my midyear wasn't total BS and my boss didn't say jack sh*t about addressing the trivial things on my mid-year -- that shouldn't have even been there.
I'm in the same boat. Got totally surprised on my mid-year. Heard that my bosses boss didn't even know about it. The feedback was a total surprise and no details on what it actually was, just vague comments on an isolated thing.
Calibration and forced ranking is sc--wing me.
The problem is that if you get an IM on your mid-year, it’s incredibly difficult to turn it around by EOY, because the latter rating is based on the whole year’s performance, not just since mid-year, and it’s usually finalized only 3-4 months after you get told your mid-year. Not to mention they have to justify bumping you up from the IM in “calibration” discussions. I got IM once several years ago for mid-year, turned things around, but then on the following performance discussion got told that I was IM for the full year because it got finalized in October when there hadn’t been enough time to even things out. They said had they been able to include my November and December work in the rating I would’ve worked my way back to a meets. I ended up getting Exceeds for my next mid-year and applied for and got a promotion. Had this current policy been in place then I apparently would have been fired for performance with no severance just six months earlier after essentially only one warning and no formal PIP.
Here is what has changed: You don't need to be on a formal PIP to be let go for performance. When you get a less than meets rating, that is documented by your manager in Workday with specific details of where you are lacking. Once there's a second less than meets rating loaded in Workday, that's considered a history of not meeting the company's expectations for your role. The new guidance from leadership is for HR to act to remove you so this doesn't continue or end in a layoff with severance.
Start polishing up the resume. That is exactly what happened to me. 2 "not meets" and without warning or a clue, one of those great early morning 1/1 meetings. Start looking around because I can guarantee you, they will have the script ready for you.
If I get “less than meets” in midyear review, will it help to complain to HR so that I don’t get terminated without package?
@en a Does Not Meet rating isn't a PIP.
Does a Does not Meet rating automatically put you on PIP ? or is there a formal notification to you if you are put on PIP?
You've been determined to be the most expendable on your team. Better start polishing that resume
They are just trying to get you to quit. They did the same thing to me at mid year. I ended up with meets in the end, but their reasons for IM at mid year were due to failures of others I had no control over. I ended up collecting my severance as we were all market for layoffs well before the mid year review anyway.
Yes, they can. At-will employment.
It’s sad that this is what the company has become. What we have now is NO better than the pre-scandal or scandal era company.
Wells Fargo went from abusing customers, to abusing employees. Such an ugly company
This is happening across WF, I have been on exceed and all of a sudden I have a mark on my head. My manager has changed four times in last six months. As the OP said, they should give some severance for individual to transition in this rough job market.
This might hurt WF back since these people may go into foreclosure.
Nice working with ya! Be aware of any work consolidation/app consolidation/product consolidation efforts in your area. These are other indicators, and coupled with PIP, would mean certain unemployment status. Whether for cause or rif, unsure.
Sorry to share this, but yes- you've been marked. If you were rated less than meets, you should have been given specific feedback by your manager on what needs to be corrected. This is not to help you, it's to establish the criteria they'll use to terminate you without severance. The risk you run is if you don't make tangible progress on these elements by the time your manager submits the annual performance rating (usually by late October or early November), you'll technically have 2 cycle ratings of "below meets". Once that rating is in the system, HR will build the case to terminate you for performance (cause) and no severance provided. The news will likely be delivered to you by your manager during the performance conversion in late January. This is how it works.
Please report back, thanks