Advice for Wells Fargo Executive Team on Immediate and Long-Term Actions Following the Tragic Discovery of a Deceased Colleague in the Workplace

Many of us have seen the recent tragic and deeply disturbing event where Denise Prudhomme, a 60-year-old Wells Fargo employee, was discovered in her cubicle at work four days after she passed away at work in the company's Tempe AZ location. I will not recount the haunting details. This sad incident implies that there are crucial vulnerabilities in our workplace culture, communication practices, and overall management systems. It demands candor to address the failings that made such a horrible incident possible. And measures that will ensure nothing like it ever happens again. Wells Fargo's actions must be a reflection of the company’s values when it comes to organizational accountability.

Immediate Actions

Public Acknowledgment and Transparency:

Action: The company's statement advised that you are reviewing internal procedures. It is important and necessary that you also outline the immediate steps being undertaken to understand why this was possible, which must include a commitment to a rigorous internal investigation, and a pledge to learn and evolve from this tragedy. It is not too late to stand squarely in front of unflinching acknowledgment that this is a moment to learn from and a barometer on management practices. It always is when things go awry.

Rationale: Transparency will be the cornerstone of your ability to preserve trust with employees, other stakeholders, and the public. This is your moment to demonstrate accountability and your commitment to frankness.

Initiate an Independent Investigation:

Action: Engage an independent third-party with expertise in organizational behavior and workplace safety to conduct a thorough root cause analysis. Your investigation should focus on identifying the systemic issues that allowed this incident to transpire.

Rationale: An independent investigation will be objective, help you get to the heart of why your system malfunctioned, and help restore confidence in your management practices.

Conduct Immediate Well-Being Checks:

Action: Implement an immediate, organization-wide well-being check-in process to ensure every employee is always accounted for and supported.

Rationale: Strengthened commitment to employee safety and well-being is paramount after such a grievous event.

Temporary Suspension of Underpopulated Workspaces:

Action: Temporarily close or reassign staff from any underpopulated areas pending a comprehensive review. This should include security assessments and staffing evaluations.

Rationale: You must prevent similar incidents. Require that no employee works in isolation without regular interaction or oversight.

Short-Term Actions (Within the Next 30 Days)

Revise and Strengthen Workplace Communication Protocols:

Action: Develop and enforce protocols for regular check-ins between managers and their teams. This could include daily or weekly face-to-face or virtual meetings to ensure consistent communication and so people don't fall through the cracks.

Rationale: Regular communication nurtures stronger relationships. It can ensure any concerns, including potential health issues are swiftly identified and addressed.

Implement a Comprehensive Employee Wellness Program:

Action: If this isn't already in place, launch a company-wide wellness program encompassing mental health resources, physical health check-ins, and regular wellness assessments. Partner with external wellness providers to offer 24/7 support services.

Rationale: A robust wellness program bolsters overall employee health. It signals commitment to their well-being.

Review and Enhance Security and Monitoring Systems:

Action: Conduct a comprehensive review of current security and attendance systems. Enhance these systems to include alerts for prolonged inactivity or other unusual patterns, integrating human oversight.

Rationale: Technological solutions must be complemented by human judgment to ensure employees are not overlooked or neglected.

Leadership and Management Training:

Action: Roll out mandatory training for all leaders and managers focusing on fostering a connected team culture, ensuring employee safety, and recognizing signs of distress. Make it practical and scenario-based.

Rationale: Leaders equipped with the skills to identify and address issues before they escalate are critical to preventing future incidents. And a connected team culture leaves less room for colleagues to go unnoticed.

Long-Term Actions (Over the Next 6-12 Months)

Cultural Transformation:

Action: Embark on a comprehensive cultural transformation program aimed at fostering a more connected, caring, and responsive workplace. This initiative should involve employees in shaping the culture and establishing shared values. The fact that a deceased team member went unnoticed for four days suggests connectedness needs a boost.

Rationale: The deeper issues that allowed this heartbreaking incident to occur require a cultural shift. Foster a culture that more prioritizes human connection and well-being to minimize the risks of isolation and neglect.

Accountability Structures:

Action: Establish clear accountability structures to ensure leadership at all levels is responsible for the well-being of their teams. This should include regular audits and performance evaluations tied to employee welfare metrics.

Rationale: Accountability ensures responsibility for employee well-being is clearly defined and consistently monitored.

Review and Update Policies and Procedures:

Action: If one does not currently exist, create a policy review committee tasked with regularly assessing and updating workplace policies and procedures. Particularly those policies related to employee safety, health, and communication.

Rationale: Continuously monitor and modify policies so they remain effective and relevant, addressing the dynamic needs of the workforce.

Employee Feedback Mechanisms:

Action: Strengthen and promote channels through which employees give anonymous feedback or report concerns. Implement a system that ensures all reports are promptly addressed.

Rationale: Encouraging and acting on employee feedback helps identify issues early and results in a safer, more supportive work environment.

Conclusion This tragic incident is a stark reminder of the necessity for vigilance, compassion, and effective management in the workplace. Wells Fargo must address the root causes of this tragedy and emerge as a more resilient and compassionate organization. It is imperative that you reassure employees, the Board, other stakeholders, and the public at large that Wells Fargo is committed to safeguarding its employees. That you provide the reassurance you have designed and adopted systemic change to guarantee this does not happen again.

??? In a world where our daily interactions can be too cursory, how might we be better connected to the people we work with? What steps can we take as leaders to create a more attentive and connected #workplace?