#employeesatisfaction

This is by far HCSC’s biggest and ugliest April fools day joke ever! They already had the list of employees they were sending home. Just send that sh*tty email to them and leave the rest of us alone in peace. Thanks for caring about your employees!

We propose the following revised chargeback structure:

FWA devices: No chargeback period

CPE devices: 0–2 month chargeback period

Purchased phones: 3–6 month chargeback period

No product or service should carry a chargeback period exceeding six months. Establishing reasonable and clearly defined timelines would create a more equitable system and reduce unnecessary financial strain on employees.

1. Insurance Costs

Healthcare costs continue to rise while compensation does not keep pace. Employees are increasingly burdened with financial decisions that should not be necessary given the company’s performance.

1. Pay Raises

Merit increases are often minimal or nonexistent, even for high-performing employees. Current compensation growth does not align with industry standards or inflation.

1. Stock Together Program

There has been little to no communication regarding the future of this program, creating uncertainty and concern among employees about its continuation.

1. Employee Appreciation

Current recognition efforts are perceived as insufficient and disconnected from employee needs. Meaningful appreciation should reflect the real contributions of frontline employees.

1. Retail Store Conditions

Retail locations are experiencing declining traffic and morale. Employees are frequently understaffed, overworked, and experiencing burnout, which negatively impacts both customer experience and retention.

1. Work-from-Home Opportunities

Remote work has proven successful but is being gradually reduced. This limits access to talent and reduces opportunities for employees who do not live near designated locations.

1. AI Implementation

The use of AI in customer routing within VCG and VBG raises concerns regarding fairness and transparency. A first-come, first-served system would provide a more equitable distribution of opportunities.

1. Retirement Benefits

Non-union employees do not receive the same retirement benefits as union employees. This disparity should be addressed to ensure fairness and long-term security for all employees.

1. Paid Time Off (PTO)

The current PTO structure requires extended tenure to earn additional time off. A more reasonable progression—such as increasing PTO every three years—would better support employee well-being. Additionally, limits on accrued PTO should be reevaluated.

1. Contractor Reduction and Domestic Hiring

A commitment was previously made by leadership, including CEO Dan Schulman, to reduce reliance on contractors. However, there has been no visible reduction in overseas sales representatives.

Employees are seeking clarity on when this commitment will be fulfilled and how it will be implemented. Specifically, we request transparency regarding plans to reduce overseas contractor roles and increase hiring of domestic internet sales representatives.

Reinvesting in a U.S.-based workforce would align with prior commitments while improving communication, consistency, and overall customer experience.

Closing

We are proud to work for Verizon and want to see the company succeed. However, that success must include fair treatment, competitive compensation, and genuine respect for employees.

So, layoffs are over and most of the VRP folks have left. David and Kari are headed toward the door. HIH hasn't gotten any worse. Spring is in the air.

With all that in the mix, how is the overall morale you are seeing among your team and co-workers in general?

I'm not seeing the same level of employee retention, respect or overall job satisfaction moving forward after the post-merger with SNPS.

The other sad truth was the latest RIF targeted folks that had been with Ansys for 10 plus years marking them redundant and expensive talent.

Ansys was a solid company that treated their employees with respect and dignity. They wanted their employees to successful financially and career-wise.

I bet moving forward that directors and above will be the ones getting RSUs and higher salaries planing for more RIFs while everyone that does the day-to-day work suffer or pushed out.

Read the email about retirement changes. Sc--wing us again. This company su-ks. And the VOA survey won’t show happy employees. Another joke and complete waste of money

Is belk giving a 2% raise this year ?

If so when?

Anyone think Steve B leaving has anything to do with survey results? Everyone fill the survey out as scathingly as me?

7% for me

Got the bonus, now it’s time to start looking to get out. Anyone else looking to roll out now that they got the bonus?

I know it says on the 20th but nothing has hit yet? How do you know if you get it 100% cash it’s what I elected but not seeing anything yet

Why, why, why doesn’t this company never give a COLA raise. They know these simple merit increases do nothing and barely cover the difference costs of insurance not to mention all the prescriptions they don’t cover that you have to pay out of pocket for. Then they expect stretch goals and go above and beyond but never give anyone exceeds.

It’s already mid March, did anyone hear about the year end bonuses and merit increase? Are we having this year?

Anybody currently work this role or know someone in it? Looking for any reports how you like the role and your day-to-day functions. Also if targets are achievable or there is high turnover in the role.

Yes or no and a quick why. Just wondering.

I’m curious to hear from people who read or post in this forum, what are your reasons for not liking Truist as a place to work? I’d appreciate specific examples if you’re willing to share.

Personally, I’ve been with the company for several years, and overall I think the compensation and benefits are decent. My main frustration, though, is the lack of real career progression. When I first joined Truist, the position I’m in now lined up well with my long-term career goals. It gave me the chance to gain meaningful experience in a field I’m genuinely interested in and want to keep developing in.

That said, after being here for quite a while, I’ve felt stuck. It seems like I’ve been pigeonholed into my current role. Year after year, performance reviews with my manager talk about growth and advancement, but in reality they’ve felt more like lip service than a clear path toward moving up.

What makes it more frustrating is that I previously worked for several years at another bank in a role that would essentially be the next step for me. So I already have experience at that level. At Truist, however, that same role would be considered more of a lateral move, meaning there wouldn’t really be a pay increase.

Because of that, it feels like the best option for my career growth and for earning more would be to leave Truist and continue my professional journey somewhere else.

Anyway, sorry for the long rant. I’m just interested in hearing what reasons others have for feeling dissatisfied working at Truist?

Dell had a record breaking 120 BILLION dollar year last year, along with amazing quarters and yet... IBP multiplier was only 126%??? Raises were literally pathetic, promotions are MIA for US employees. Insperity points have been super scarce lately as well.

I love my job simply because it's actually fun, interesting, and easy... along with the fact that I work about 30 hours/week however, I'm failing to see the point in doing anything more than the bare minimum of my job at this point.

I’ll be honest, I’m struggling with my org at Oracle right now. We’ve lost so much talent and product knowledge lately that I feel like I’m just 'running the show' rather than leading. The people who stayed are totally checked out. They do the bare minimum and won't engage unless there's a promotion or hike on the table. Had to force them pushing my leads to extract more work. I know things are broken, but I’m at a loss on how to actually fix the culture and get them motivated again. Innovation is not happening at ground level. Employees are completely dissatisfied.

The morale here has hit a new low with all the layoff rumors circulating. Initially, the team was energized by AI initiatives, but it quickly turned into internal fighting over recognition. Since those 'wins' never actually materialized, everyone has just given up. They've dropped the ball on their work because they don't see the point in competing for nothing.

With AI tools available, its just copy paste happening without a thoughtful delivery. Everyone fears on danger of providing holistic solution. Had to layoff a bunch and rehire often. Product quality going to trash. Very difficult to hire a quality candidate under specific budget, Train them and Lose them.

As the title shows what are we as employees and contractors going to ask for? the sky should be the limit given the last one many thumbed up the nasty coffee in the west,

Raise %:
Bonus %:

Those who have had their pay rose discussions, how are the %s?

How did everyone fare?

Does anybody know when world appreciation week is being celebrated at Wells Fargo this year for the retail banks? Let me know so I can order my diabetes medication in advance. Cc Colleen

I wonder what would happen if leaders at all levels in the company had their performance and bonuses solely based on how well they led their teams. Take bottom line business numbers out, feed those through individual contributors, and if you’re a leader you are solely measured on your ability to lead! Measured through TTUS (and p.s., stop asking bullsh-t questions you know aren’t targeting the truth), you measure through attrition and actual employee satisfaction surveys. Oh what a concept and how things would change, real fast

Anyone hear anything?

I talked to a coworker recently who said the pay increases in the past were retroactively paid out, going back to the beginning of the year. Is that true?

How did everyone do? I received 3% merit and 90% of AIP.

Is there any good that comes out of the One Voice survey or is it one of those 'going the motion' things. And nothing comes of it.

I filled it out today and in good conscience, could not give very many positive marks.

i don't trust my manager and in fact I would love a different one. No training, no opportunity for advancement or to improve oneself. In fact, just the opposite. You're intentionally blocked or side-railed at every opportunity by those above you.

Mileage may vary depending on your position and location within the organization. So I can only speak on my particular situation. My area offers career su----e as the only opportunity.

We would have needed an 8% increase this year to match how far behind increases are compared to SSA COLA over the last 5 years.

If it feels likes like you are making less, it’s because you are.

Guess we should all work 5.68% less hours to keep up with deflated salaries.

Any effect with performance reviews?
Is elevate sap it worth for t4 or t5?

Still haven’t received my review/statement yet. But wondering what type of individual multipliers employees are receiving? Can’t find any documentation to show when someone would get 95% vs 100% vs 105% or any other percentage

Looking like bonus is happening but not full amount. Does anyone know what % of your percentage they are paying?

Does anyone know what raises look like this year?0-2%? More?

No hope, stripe is the top 1, due to their innovation , r n d, great work life balance, top notch salaries, fedex, also uses stripe, similarly toast took over clover, people still working here dont have talent to find jobs outside, and are ok with being slaves, getting no annual increments, spending 8 to 8 in the office, producing nothing but keeping the lights on, the legacy products need 10 people tl run them, no hopes, wonder how the vps, svps sleep at night working on such products and paying the slaves peanuts year after year! Jesus christ

got exemplary :)

Bonus payouts and merit increases were small this year. Idk about you all.

Who the heck are these people? The result was 73...for real...??? Do these people hate their friends or did so few respond that some c-suite group was able to skew the results?

Did you guys already have compensation discussions?