#employeeengagement

VZ Fam.. you should watch Season 1 Episode 1 of the Office to cheer yourself up. Its relatable lol

I was hired about two years ago so I only know the cultural under this CEO and CEO leadership. Honest question for those who have been here for a decade or so - how does this culture compare to prior CEOs and leadership team? Better? worse? If different, then how?

Are we ready to give our best 20% effort?

As f5 continues to sink we can turn this around. Go back to hiring people not on how they look but on what skills and vision they bring to the table. How John McAdam did it.

Lack of motivation: Peter states that there is no motivation to work harder because he "don't see another dime" if the company produces more units.

Meaningless work: The film criticizes a workplace where employees are unfulfilled and their work seems meaningless.

Corporate frustration: Peter's frustration is a direct result of a top-down structure with incompetent bosses and a system that punishes mistakes without offering rewards for success.

"I just don't care": This famous line is the core of his argument, explaining that his inaction isn't due to laziness but a complete disconnect from his job's purpose and his company's goals.

When are the leadership going to realize they are just a part of the overall machine…if they don’t take the employees with them this whole thing is going to fail…badly

Thiight the town hall was filled with energy and engagement. Wonderful to see. It’s obvious how much the executive team prioritizes us employees. The town halls are always so engaging. I commend them. Love our benefits too.

Synopsis: “Mark, how can I drink water like you do on CNBC?”

Interesting how they skipped a mass Pulse announcement and just slipped it into the morning communication. Where is the video? We want to know you heard us!

1. Are you excited about your work? Yes/No
2. Do you feel that you are well compensated for your work?
   Yes/No
3. Do you approve of our leadership?
   Yes/No

Not mine, source below:
there are 30K+ schwabbies, of course some of them are terrible at their jobs—it's a massive sample size. many software folks are completely unaware of the infrastructure their app rides or how their app should even function to deploy boilerplate functionality. backbiting and driving a wedge between software and systems where there should be a bridge is emblematic of the shortsightedness that's rife at schwab. do you feel clever when you post your half-arsed attempts at angering folks you don't like? feeling's mutual, mate.

the real issue is the strict adherence to process and procedure for the sake of perception. no one—literally no one—with their hands on the wheel has any intention of changing or updating the outmoded systems to effect any real change out of fear for their jobs, all the while ignorant of the fact that their jobs are in jeopardy anyway.

this is a top-down problem. phrases like, "we've always done it this way," or, "well you're the __ expert, you tell me," are just symptoms of schwab's inability to move forward. everyone acts like they're on different teams, competing for rick's attention, instead of realizing they're just playing different positions on the same team. if the WR and the QB have a sour relationship, whose fault is it that the play ended in an incomplete pass?

y'all need to seriously learn some compassion, do some introspection, and read the phoenix project. when your new VM takes four months to deploy instead of two weeks, will you blame the same people you always do or will you realize that the archaic business process has been compounded by fewer folks to fill the requests?

of course not, you'll still be whacking away at your keyboard, complaining that folks who aren't badging in at the office every day are "ruining it for others." do everyone else a favor and get over yourself.

22 hours ago by Anonymous | 14 reactions (+11/-3) | Reply
Post ID: @gb+1k9qb6vcc

Does everyone submit your feedback on your Boss in The Real Deal bot survey ? My boss never reminded me to take this survey anytime ;) Are they scared? Is this for real or another junk

Only he could bring back the glory…

This year we have push to have employees have other employees put in feedback in my gps and also the ask was to give 2-3 people a request to give feedback about myself. What does this mean? Team was hit with layoffs and already lost 3 people last month.

Anyone else feel the level of disconnect and apathy is just beyond the pale these days?

Case in point, it’s Veteran’s Day is it not?

Used to be we would expect at least an email from the VP or Director acknowledging and thanking the veterans on their teams.

Zero, zip, nada.

WTAF? It would take 5 minutes.

Can anyone circle back, follow up or close the loop on q4 kpis for Hans the special advisor? Vz is positioned to win the holiday with a top talent team, org structure and culture OS. Let’s keep the momentum going! Also if someone could make sure he completes the pulse and survey hours that would be great thanks. And make sure he takes the guilt free vacation too and brings his best self to power and empower the way we work live and play. Honored and humbled for world class art of the possible leadership that treats us with dignity and respect, honesty about the state of the business, and our bright future!

And I’m seeing some solid information sharing... but also simultaneous social unraveling within the same space.

Oh man, what a time to be alive.

And remember… survey is NOT anonymous or feedback taken seriously by leadership.

Here’s a suggestion for X, why don’t you send a survey out to all staff when they can reply anonymously (or not if they wish) and tell the SLT what’s REALLY happening out there. No hiding just pure honesty.

Do ADs and SDs really know the names of people on their teams?

What if a work study is conducted and the results don’t align with the current hr/mgmt narrative or expectations? What if someone on the inside says she wasnt to use the results equitably?

How might the team ensure that all findings are accurately documented, reviewed, and communicated, regardless of whether they confirm or challenge assumptions?

Could workers establish a process for transparency and verification so that the outcomes are trusted and actionable and calibrated to perf ratings and bonuses.

“Momentum. That’s the best way to describe our 1Q 2025 results. We had a strong start to the year, and the V Team didn’t miss a beat.

✨ We took big and bold swings with new experiences, products and plans to give our customers more of what they want and need.

✨ We also showed our appreciation for our employees with our first-ever V Team Day, and we will continue to celebrate how our people are the power behind our purpose.

And here’s the best part….there’s so much more to come in 2025 and beyond. We have built Verizon to be number one, and that means we are focused each and every day on making our best even better.

In fact, I would say we are just getting warmed up. So watch this space 👀 .

V Teamers – please take a moment to celebrate your role in our 1Q results because we wouldn’t be here without you. Thank you for everything <3

P.S. Huge shout-out and welcome to our new retail team members. It was great to meet you today! 🙌 🙌

#bestteam #lovewhatyoudo #lovewhereyouwork #VTeamLife”

We all got pretty Dollar Tree goody bags! And a break from actually working while we sat around and talked or listened. It’s one cup shy of a coffee klatch. I keep waiting for this to be something that has some good take aways. So far, nothing of substance.

Which topics do you are you interested in?

Curious if anyone else in support feels miserable. What's your experience?

L and D is posting on various platforms stating what a huge success the Month of Learning was.
No it wasn’t, it was the same failure it’s always been since the new group of leaders took over.
Everyone I’ve talked to says they didn’t get anything out of it.
They’re trying too hard to convince, I don’t know somebody, maybe even themselves, that they are really performing a good service to the employees.

Excited for today’s benefits fair. Lots of terrific benefits TIAA provides to us employees. We actually are very lucky.

What’s really frustrating, and honestly a little disturbing, is how many of our leaders have started acting like politicians. They ignore anything negative, spin reality, and only focus on whatever sounds good in a town hall or email. It’s insulting to our intelligence and completely out of touch with what’s actually happening on the front lines, where the real work gets done.

Until leadership stops pretending everything is fine and starts listening to the people doing the work, nothing will change. Just more talk, less trust, and a widening gap between the top and the rest of us.

https://www.instagram.com/fordcareers/reel/DQmmXhIgDwK/?hl=en

Anyone else unable to access the My Performance section of the HR portal to enter their year end comments?

I mean, at these point executives have not only become tone deaf but truly cynical. At least we know that these surveys are completely worthless. No matter the results, they will label them as "opportunities".

We know leadership at a certain point is about potential- not actual merit or experience/ qualifications.

Who would you say our great leaders would be if it was really up to merit and qualifications?

Our team in Data and AI was recently pushed hard to complete the OHS survey. Initially, only about 45% had responded, but then management started chasing everyone who hadn’t filled it out yet.

At this point, I’m really starting to wonder — is it actually voluntary and anonymous?

Anyone else getting the same pressure or feeling the same way?

Interesting article published by MIT Sloan

https://archive.is/bPmXE

Legg all hands. Share your perspectives here

Last year we were on a 3-day RTO schedule and things were working fine. Then, because of the (now admitted) broken presence report, everyone was punished with a 5-day mandate. Since then, leadership has acknowledged that the data wasn’t accurate and that the small group of actual abusers has already been dealt with. They’ve all either left or been terminated.

So why are the rest of us still paying the price?

It’s time to end the punishment and bring back a balanced 2/3-day model. The people who stayed have proven their commitment to this company, even through frustration and burnout. Rolling back to 2/3 days would be a genuine show of trust and a much-needed morale boost.

If leadership truly wants to rebuild culture and retain talent, this is the simplest and smartest way to start.