#feedback

Global sales kick-off but yet we are listening to our CMO about horse-racing and bourbon?! Then just shouting lots of a number and more me, me, me …. The session started so well but now …

I would be curious to hear from folks that feel like they aren’t being considered for spots due to age. I know I have two other bad marks against me, white and male. But I’d honestly like to hear some feedback. More me personally I keep getting told it’s competitive out there but then I think maybe they forget that emails go out with who got selected for positions.

Thoughts?

How is this possible? We need to speak our truth!!

Here’s what Glassdoor has for USB:
U.S. Bank Snapshot
3.3 overall rating (out of 5)
based on 11,947 ratings
49% would recommend to a friend
29% approve of the CEO (I agree with this one)

Go in and let your voice be heard. I just changed my rating and gave my review based on the latest mess with RTO.

Agonizing listening to new CIO talk about every minute job history, signing his temporary lease, how to say his last name, where Wales is located?????

Did anyone receive a copy of the benefits book in the mail even though they didn't request it? What's up with that?

Why the he-l does workday never actually work. I have to click the buttons 16 times for it to take me to the time off section

What's going on with mangers suddenly no longer providing any recognition even when you do extra work that's not even yours? My boss sent a "thumbs up" emoji on a Slack message last Thursday, and that's the closest I've gotten to a thank you since last year.

Upward feedback only works when the person above you actually wants to hear it. Ours just wants to hear that everything is fine and if you say something that challenges that state, you're labeled a problem.

Let’s face it - senior management have their own agenda, and what staff actually want or need rarely makes the cut, especially if it costs money. Clients don’t want to hear they’ve bought into something that isn’t working, and somewhere along the line, feedback just stops going up the chain. I think it's at my line manager, who's also given up.

Feels like most of us end up posting here just to check we’re not the only ones seeing it this way. The company is too big. It will continue to lumber on quietly shedding staff until there's nobody left. It could take a while!

Would anyone that has been though it like to share what the PIP process is like? Im wondering if it might just be a blessing in disguise, because right now I get dozens of random, vague requests coming from all directions. And it’s always up to me to figure it out. If I do get chosen to be the “lucky one” to go on a PIP, does that mean I will be receiving clear, defined expectations? Will I have one focused agenda and that’s it? Is it confidential or can I openly tell my coworkers to leave me alone so I can focus on my PIP? Will my success, my ability to complete the goal be dependent on others cooperating, or will I be able to work independently on this so-called objective?
Will the supervisor somehow be allowed or prohibited from making the usual vague, random requests, changing the goalposts, and assigning work that depends on a bunch of other people who may or may not cooperate. Just curious how this really works and if anyone can shed some light or give some examples from their experience with PIPs.

Does anyone have any good experience with contractors at this company? I feel like in my 7 years here they have all been grossly incompetent. They interview well so I'm assuming they're cramming tech stack info before the interview (or are using AI to help answer questions).

Resumes are all over the place (and often more than one page and have seen 3+ pages more often than not), certifications for miles, but when it comes time to be a contributor to our workflow, they make some of the silliest mistakes or can't do more than a basic function. One contractor a few years back on our team was decent, but even they were not up to snuff. It's mostly been about a 90-95% negative experience in my tenure here. Otherwise I've run into some pretty bad issues like them not knowing about a tech stack item that we literally interviewed them for and asked them technical questions on.

So please, someone let me know I'm not crazy or tell me about a good one so I can imagine good quality contract work on my team.

The glint survey is out. Time to fry management. Not that they want the truth so why bother with a survey!

Manager put me on documented coaching out of the blue.
Last quarter review was good. This quarter was slow with no high-impact projects and zero vision from the Tech Lead.
No feedback on what I did wrong and no forward-looking plan. I’m not getting any actual coaching, just told to "do my work" and document.
Questions:

1. Is this just a paper trail to prep for an LR?
2. Should I just tell them I’m happy to leave if they want me out, or will I lose my severance/leverage?
3. Anyone actually survive this?

Thoughts? Any ideas?

Am I reading right? I guy who makes more than 10 million a year USD offers 6.5k USD as a means to homeownership in the US?

Dear BNY employees who are eligible: how do you feel on that initiative?

Missed it yesterday. Did she have anything good to say?

In a meeting someone stated something factually incorrect. Not an opinion, a fact. I gently pointed out the error with evidence and you would have thought I insulted their mother. The room went freezing cold, and later I was told I need to work on my social skills. What they meant was, don't correct people. Don't point out problems. Don't be right if being right makes someone uncomfortable. So basically, even if I'm right, even if the error will cost us, I should keep my mouth shut. lesson learned. From now on all I'll do is smile, nod, and let the sh-t hit the fan later on.

I can't afford to be laid off so I'm doing all I can to improve myself, but the feedback I get changes depending on who I talk to or even what day it is. Something that’s fine one week suddenly isn’t the next. It makes it really hard to know where I stand. I feel like I’m constantly adjusting without ever actually feeling confident in what I’m doing. This is just worsening my anxiety, to say the least.

Management asks for feedback constantly. Surveys, meetings, suggestion boxes, you name it. And nothing ever happens. The same problems exist year after year and the same complaints get raised again and again. But nobody listens or does anything. It's always business as usual. Which just means nothing gets fixed.

I'm not surprised IP tracking happened. That seemed inevitable, but retroactively changing RTO targets after employees were working toward a previous set of expectations? WOW. What kind of company does this sort of thing? Let alone a company that shouts to the heavens about its ethics awards won. They have set the stage to change targets again in the future and retroactively juke the stats. These people are shameful and have none of it.

This is truly unbelievable. What an unserious bank.

Don't take the Tell Dell survey. It's a waste of time. They manipulate the feedback anyway plus it's not anonymous. Too many stupid people at Dell who still think it's anonymous. It's not.

There's a new survey called FU-K Dell! Take that one instead.

Looking through posts on here and by mine and my coworkers’ numbers, it seems the new dashboards are wildly inaccurate. I’ve seen my days count where I’ve had multiple half days in office due to appointments, my coworker who works in office 4x a week well beyond 6 hours everyday and they’re below 60% compliance, coworkers saying the dashboard has said they used PTO/ sick days when they hadn’t. The data is obviously not accurate across all employees for many reasons.

“Over 60% of time in office” is not clear and can be interpreted multiple ways. Is it 24 out of 40 hours? In that case then could you just choose to go in everyday for an avg of 4.8 hours to get the 24 or does it have to be 3 days for 8 hours? Like others mentioned too, what about if someone is working more than 40 hours. How would that factor into the final calc? Right now they claim they’re not using time to track in the FAQ but I bet they’re gonna pull some bs I’m a few months saying “in office days only count if you spent X amount of continuous hours connected to company IP”.

Is it the amount of days that gets over 60%, so for April there are 22 working days if no PTO/ sick then 22 x .6 is 13.2 so you need to come in 14 days to meet “over 60”? It also mentions “rolling average of three months” so if there are, hypothetically, 60 working days through April - June then you have to go 36 days in that window but then can you front load and just go 36 days in a row and then WFH the rest 24 days?

This is ridiculous for employees to have to meet a moving target that the company clearly can and will just change at any moment. The backtracking claiming “it was well known that it’s 3+ days a week” is d-mb. Everybody knew 11 days got you your 100% and the old dashboard reflected that. Most people are going to go the 11 and not a day more. Even for my coworker who goes 4 days a week is showing as non compliant when their metrics should be above 60% for every month.

Cisco has decided to completely destroy its sales channels step by step. The frustration is enormous not only among business partners but also among salespeople. Every two weeks they raise prices, there is no strategy, the products are overpriced, and the worst thing is that there is really no listening ear at Cisco.

Received an invite to an “employee hypercare” session and the only reason I can think of is my peakon comments. Anyone else had this?

My coworker was called into a meeting. They were informed of a low pega score. Despite meeting productivity and being a good employee, they felt accused of not working. They quit the next day. How does pega show someone not working when they are meeting production goals?

Anyone notice that the new standard is “over” 60% of days in office vs hybrid 3 days a week = 60% exactly?
You will get 60.1% from me and nothing more. Also, thanks for the raise that doesn’t even cover commuting expense Gunjan!

Didn't USAA have that capability previously with USAA Financial Centers? That concept didn't seem to work out well, so why is USAA revisiting a failed idea?

Just got an email to complete. Read the room Oracle where is your compassion? How likely will they read|take my comments, do these go into a black hole.. Geesh

Do the people who come here to a-s kiss Optum even get compensated for all of the puckering or do they just do it for free?

Anyone heard that?

Will they put you on the list if you don't complete your self evaluation? I don't understand the point of doing one if they plan to cut 10k jobs.

The portal just opened and every manager I've talked to has no people changing. What a tu-d of a disappointment.

Think about this.

Most companies, when they see something causing unnecessary stress or friction for employees, try to fix it. Even small things. Shorter commutes, more flexibility, better alignment. It’s basic common sense because it improves morale and productivity.

Here it feels like the exact opposite.

Every decision somehow lands on the option that creates the most friction. The most inconvenience. The most disruption to people’s lives.

Live 10 miles from one office? Doesn’t matter. You’re required to drive 50 miles to another one.
Can do your job perfectly from home? Irrelevant. Be physically present anyway.
Teams are distributed across the country? Still sit in an office on Teams calls.

At some point it stops feeling accidental. It starts to feel like pain is being chosen on purpose.

And then leadership turns around and asks why there’s no culture. Why people aren’t going above the bare minimum anymore. Why morale is gone.

Morale didn’t just disappear. It was worn down decision by decision, policy by policy, until people stopped believing anything would actually improve.

Then you hear “there’s no loyalty anymore” while at the same time wondering why no one shows up to town halls, no one engages, no one cares.

It’s not confusing.

People don’t disengage for no reason. They disengage when they feel ignored, when feedback goes nowhere, and when every decision makes their day-to-day worse.

And yet somehow the expectation is that people should accept all of this, have bad policy shoved down their throats, and then turn around and be grateful for it. After surveys where honest feedback was ignored or worse, scolded.

That’s not just disconnected. It’s delusional.

This didn’t become a bottom-tier culture overnight. It got there because of decisions like this. Because of policies like this.

Culture and morale aren’t things you can slap on a PowerPoint and speak into existence. They’re built by listening, adjusting, and actually giving people a reason to care.

Right now, that reason is gone.

Is there even such a thing? I might be leaving soon, and I had a whole list of things I wanted to say, but then I through why bother if nobody who can do something about it will care.

Yeah, not gonna make that mistake again, that's for sure.