But the sales incentives have changed, not disappeared, according to the current and former employees, who work in branches, loan-processing centers and other parts of the bank. (Most spoke on the condition of anonymity to protect their jobs in the industry.)

In the past, branch workers were eligible for bonuses if they persuaded customers to apply for a credit card or to take out a loan.

Now, employees are urged to refer prospects to salespeople in the bank’s mortgage or wealth management division, and some branch workers are eligible for bonuses if those referrals turn into sales, multiple employees said.

“Some retail bank positions or more experienced bankers might be eligible to be rewarded,” Ms. Mack said. “The pressure element is not there, but the opportunity to reward team members is.” She said sales weren’t the only factor that influenced bonuses.

In addition, most branch employees can get bonuses based on their branch’s overall performance.

A. J. Bula, a former branch employee in Richmond, Va., said his managers had criticized him when he failed to generate enough customer referrals to the sales team. The sales-oriented culture “was still there,” said Mr. Bula, who left Wells Fargo in July. “Just get someone something.”

A personal banker who works in a North Carolina branch said his manager had told him to increase his referrals to the bank’s mortgage team and financial advisers. He said he had ethical qualms about trying to sell more products to his customers, who are mostly college students and retirees with limited money.

For salespeople, the goals are even more explicit and detailed.

One former salesman, who sold credit-card-swiping terminals to businesses on the East Coast, shared his 2018 performance plan with The Times. It might look familiar to anyone who works in a sales-oriented job.