#employeeengagement

What is our true Enbridge culture?

I was asked to become a Culture Ambassador a while back and, admittedly, was skeptical, I’ve never fully trusted HR initiatives that claim to gather grassroots input. A recent meeting has me genuinely reflecting on what our actual culture is at Enbridge, as opposed to the aspirational one we often describe. I’d be interested to hear others’ perspectives.

Go!

It's happening folks, enjoy the weekend.

Love using this AI to do all the required trainings for Centene.

Pretty wild that we have to take a quiz on the company strategy. The same strategy that took 4 hours to even explain. Does he really think we are that stupid? 😆

When the Storm Hits, Stand Tall

I know there is anger. I know there is confusion. I know there are people walking into this week carrying disappointment, fear, and a whole lot of unanswered questions.

Layoffs hurt. Watching positions disappear and seeing people you respect suddenly face uncertainty is hard. And honestly, it is hard not to want to lash out.

But as we walk through this storm, remember something: you are bigger than this moment.

Take the knowledge you gained. Take the experience. Take every challenge you overcame and every lesson you learned, and use it to build what comes next.

It is okay to be angry. It is okay to be hurt. Acknowledge those feelings, but don’t let bitterness become the thing that carries you forward.

Because bitterness doesn’t hurt the company. It doesn’t change the decisions that were made. It only weighs down you.

So show the world what you are made of.

Be the leader. Be the supervisor. Be the mentor. Be the coworker who reaches back and helps someone else stand up. Be the strength that so many of us have already seen in you.

Hold onto something during this difficult time. Your experience. Your character. Your family. Your faith. Your dreams. Your next opportunity. Whatever gives you a reason to keep moving forward.

And remember: sometimes a company’s loss becomes the beginning of your greatest opportunity.

They may have made a decision about a position, but they do not get to decide your worth, your future, or what you are capable of becoming.

We are stronger than the anger.
We are stronger than the disappointment.
We are stronger than this storm.

Let them have the corporate game. We’ll take the lessons, keep our integrity, and build something better.

Hold your head high. Keep moving forward. And when you come out on the other side of this, make sure you recognize the person who refused to let a difficult chapter define the rest of the story. ❤️

When I first joined, there was a real sense that people cared about the work and about each other. That's mostly disappeared now. Years of changes have completely stripped away whatever it was that made the place special, and we're now at the point where loyalty and experience don't count for much. It's depressing watching a company lose the culture that made people want to stay.

The office is like old folks home it’s an aging firm where nobody has the drive to push for innovation because of long service. Everyone is slacked any new projects or ideas quickly get throw out the window. Network / Data firm but it’s very outdated .
Need new blood transfusion of workforce before too late.

From corp to field, how many ppl were hired recently?
Given the recent revenue and profit increases, lead by increasing customer satisfaction, I see lots of new employees in stores nearby!
Just curious

Not surprising, though. New people don't get trained properly, can't keep up, and run for the door before the three-month mark hits. When will they realize that training people properly will benefit both the company and those of us who won't have to neglect our own jobs to help them out.

Are you feeling connected? Energized? Valued?

Do you feel as though your L21 efforts are improving things for our customers?

Today at the office in Tempe they were going to have a pizza party for the upcoming conversion and everyone both in office and remote declined attending. It is kinda sad and funny.

Honest question. I see so much dissatisfaction here. Im one of the dissatisfied too. I know execs come here to read what we really have to say. Maybe we can take a sec to anonymously tell them what would help and see if they actually care to listen and do something. So what would improve your experience at FIS?

Someone explain the interpretation on the global employee survey please

Does the fact that you could go all out, work a ton, crush all your goals and then some, and still be laid off in the spring motivate you to work harder?

What's the point of all of these recruiting and connection events they're doing for interns, new employees etc. they are just going to be working the same dead end jobs we are, one day here gone the next, or one day working on a project next day reallocated to something completely different.

I was assigned Centene university learning on Friday , that is due on 9/11. Could this be a good sign? Or am I just hoping for no reason.

Apparently it looks like the participation is higher here on this forum than on Pulse.

Thoughts on why the employee survey is going to be near end of year. Is it because we’ll be significantly smaller than the last one? Thoughts from those that will or will not complete the survey and why. I believe the results should be available to all employees to view including ALL verbatim comments. Thoughts?

What happened to last pulse survey? Does anybody have insight into overall ratings?

Largely managing employees out! Strict tracking, micromanaging then what…? Why can’t you actually appreciate your employees and make them happy? What do you lose if you drive productivity through respect and motivation rather than toxicity and back stabbing?

There are 14 people at TIAA on the culture team...10 of which are Sr Directors or VP. I had no idea we had such an emphasis on building positive culture here.

How are those transfers from Clinton working out for you ?

Honest question here. Do you think ELT knows what an absolute toxic environment they have created? Are they aware of how unhappy, unhealthy and miserable the employees are? Do you think the new CEO will try to begin making changes to improve employee satisfaction ? Are we ever going to see some sort of COLA ? The 2-3% for above meets isn’t cutting it nor is it making anyone put in the effort they once did when they felt appreciated, valued and respected.

HP's firewall now has this website blocked. ZScaler has thelayoff listed as blocked.

I been voluntold that I'm the engagement chair for my team. I hate this stuff. I just wanna do my job and go home not get involved in all this stupid stuff.

It’s absolutely ridiculous that the phone queues have had a red alert almost daily for months now. Send another email about how we are the best place to work based off bogus surveys and more emails about record breaking profits while merit increase you’re lucky to see 2%. He-l they used to give us Amazon and door dash cards. Now it’s nothing .

It is wrong to replace hardworking citizens with outside control. Someone should report to the department of labor to track the lay offs by the immigration status, nationality, number of contractors recruited, internal promotions by nationality etc.
It's sad that one of the prestigious bank in the USA is controlled by the outsiders.
Please report the fraudulent activities and unethical hiring practices to the government agencies.

Ya don't say!!! For your reading pleasure. Wonder if Stinkey has read this.

https://thehill.com/opinion/technology/5992056-office-attendance-backlash/

It's such a simple concept that's been proven true over and over again: treat employees like they matter, and they'll make a difference. But when you treat people like cr-p, even if it's just some, everyone notices. The respect you lose isn't just from that one person, it's from everyone watching. This place used to understand that. Now it's just another lesson they'll learn too late.

I'm thinking about joining our grossly overpriced onsite fitness center and hop on a treadmill sometimes during the day. You have to badge in/out of course in our surveillance state. Anyone know if the system would subtract this time from the 8 hour requirement?

New to Frisco and moving for the job. Give it to me folks! What will I like? What will I hate? What can I adapt to love?

"Surging oil and gas prices drive Chevron to $12 billion in adjusted earnings, quadrupling last year's results."

Come on Chevron, invest in employees...they are doing more for less and still making pre-covid wages! What is the incentive for employees to do more for the company? Keeping the workforce held down...

Wow that PPD townhall was my first time watching Harmeet speak. My god, talk about monotonous, boring and uninspiring.

Seriously when people ask questions like how will people who lost their skip level or direct managers be fairly assessed on their work this year, the response shouldn't be a plain "yes they will be assessed for their work throughout the year". Duh, people are seeking clarity on the HOW, for goodness sake. Talk about how you already drew up the relationship graph of people remaining in the org, how you guys took stock of how the entire ecosystem of projects fit together, how teams are going to be assigned under new leaders who are genuinely excited at what they have to provide.

What's the point of these townhalls if you're going to be as vague and sombre as possible? When people ask questions about motivation, you don't just tell them to sit with their feelings for this week and look forward to the future. Tell us what exactly we should look forward to, and if layoffs are done for the foreseeable future, then use that to motivate remaining workers. Give people a carrot or something! When people asked if alternatives were considered, talk about how existing employee benefits cuts were considered, whether costs regarding AI models (why are there 80 available models btw) could be cut, whether this was made accounting for that crazy phase of token maxxing, will leaders personally taken salary cuts / pay increases this year during such a "sad and difficult time" as they claim.

Do these people even know how to motivate or show empathy at all? Have they been in genuine leadership positions outside of the corporate world where you actually have to inspire to get people to follow? In the military you have servant leadership (personal sacrifice) at the core, on sports teams captains are expected to display leadership by example, these people have no idea what any of these concepts mean!

They're genuinely soulless puppets, you can see it in their eyes, Harmeet, Rajat and whoever that HR minion brought up to speak during the townhall was. Actively applying for other roles right now, whatever culture Al Kelly instilled is completely gone.

Are we not having an employee survey this year? Seems like last year around this time we were getting the heads up it was coming soon. If they don’t, I hope they realize the optics of that.

But then they ask the next question, which you dread, So who are you working for? And you say Cengage. The not so polite people say what? Wait, how do you spell that? And then I found my trick is I say it's like a C and then the word engage. And then the lethal third question comes, So what do you do at Cengage? And then typically, I don't know about you, but for me, I was always struggling a little bit.

So what I want to do today with a very specific purpose is give us collective understanding of not only what we do, but why Cengage is an awesome company and why we deserve to win in the battle for the hearts and the minds of our customers.

We have an engagement survey and I can only implore you fill it out. I really do not care what you say.

Meaning it doesn't have to be like, Oh yeah, everything is great and like, but engage with it and like, say what's wrong, say what's right and engage your help with each other and help each other also not only in the survey, but also in the day-to-day, like interact with the product group, interact with the marketing group and make sure that we have a highest level of engagement because that really is a prerequisite for our productivity and our success.

As a consult with a third party company, should I be upset that I don’t count as a person on the team? Cuz technically I guess I ain’t This place only fills the needs of humans with temporary support. Leadership says they care but do they? Just a number right?

Results are out and they look positive? high 80s for the engagement score. Not what I expected what do you all think? Didn’t give a good rating to my immediate manager , hope it won’t come back to bite me in end of year reviews. Fell for the ‘fully confidential’ lie

Large financial institutions should consolidate functional teams into regional hub locations rather than dispersing small groups of employees across multiple states. Fragmented team structures—particularly where only a few employees are located in a state without local leadership or broader team presence—tend to reduce operational efficiency, weaken collaboration, and increase administrative complexity. Consolidation into hubs improves leadership effectiveness, strengthens compliance consistency, reduces cost, and enhances employee engagement and development.

Business Case for Consolidating Teams Within Major Financial Institutions

Large financial institutions operate most effectively when functional teams are geographically concentrated rather than dispersed across numerous states. While remote work has proven successful in many circumstances, scattering small groups of employees across multiple states—particularly when only a few team members are located in a state without local leadership or colleagues—can create unnecessary operational challenges.

Concentrating teams in regional hubs offers several advantages:

Stronger leadership and accountability. Employees benefit from direct access to managers and team leaders who understand the team’s daily operations. Local leadership can provide coaching, address issues promptly, and foster stronger engagement.
Improved collaboration. Teams that are located together, whether in person or within the same regional office, build stronger working relationships, communicate more effectively, and resolve issues faster than teams that are fragmented across many locations.
More consistent training and knowledge sharing. Financial institutions operate in highly regulated environments where consistency is critical. Centralized teams make it easier to deliver standardized training, mentor new employees, and ensure policies are applied uniformly.
Greater operational efficiency. Supporting very small groups in multiple states can increase administrative complexity, including office support, equipment logistics, travel, and state-specific employment compliance. Consolidating teams can reduce these costs and simplify operations.
Stronger organizational culture. Employees who work alongside teammates and leaders often feel more connected to the organization, resulting in higher engagement, better morale, and improved retention.
Enhanced career development. Employees working in larger team locations have more opportunities to collaborate with experienced colleagues, participate in cross-training, and pursue leadership opportunities.
When business needs require remote employees, organizations should consider maintaining a meaningful presence in each location rather than having only a handful of employees isolated from their team and leadership. As a general guideline, assigning fewer than four employees to a state where no other team members or leaders are present may not provide sufficient operational or organizational benefits to justify the added complexity.

For these reasons, financial institutions should periodically evaluate whether highly fragmented team structures continue to support their strategic objectives. Whenever practical, consolidating teams into established regional hubs can improve efficiency, strengthen leadership, reduce costs, and create a more consistent experience for both employees and customers.