#feedback

I got inconsistent mid year and seem to have been doing okay since. I got some feedback that I need to improve in the later part of the year and since then I have not heard anything negative

I seem to have a meeting for performance review soon where they are saying they will discuss performance and bonus compensation ; not sure what to make of it

These people are trained to talk for hours without saying anything. And it absolutely grates on me when they wrap bad news in sickly sweet language. What's the point? It reads like a horror story instead of easing anything. Just fuels more frustration. I'm still waiting for the day I meet someone who's just straightforward.

This Lisa Bodello lady they are paying to talk about culture, too many meetings, taking the time to think, and all the other hogwash… she must not be in the loop of all the things Edward Jones is taking away from us right now!

She says “take time to think”. When, during our two hour commute? Because being IN the office nine hours a day isn’t going to be where we get to think when we are hearing everyone on zoom around us, being on zoom cause others still aren’t in the office, hearing people talking about their d-mb weekend plans, what they have for lunch, and other stupid bullsh-t.

She says:
Get rid of stuff that doesn’t matter— being in the office doesn’t matter.
Ki-l stupid rules at work —come into the office four days a week - it doesn’t add any value to the EMPLOYEEEE.

This Lisa lady speaking is absolutely fu--ing ironic and absurd - have a town hall basically telling us to fu-k off and our kids don’t matter - and the next day have this Lisa lady trying to tell us what we need to stop doing to be better for ourselves when Edward Jones is taking it all away. THANKS FOR THE GOOD BELLY LAUGHS EDWARD JONES.

How did everyone fare?

i still can't comprehend the reality that there were people in a room deciding this is a necessary idea, are high level meetings just a bunch of sanitized robots? is there a culture of treating people lesser than? what has it achieved im still doing individual work plus teams meetings and not a single in person meeting

night and day difference in quality of life for the worse, just why?

I reported in close proximity to Pete for 3 years and also worked around and with Felicia and Morgan. Pete was a great leader. Yes, he has two watches. But he was smart and asked good questions and focused on results and performance. He had what it takes. He’s a markedly better than Gail. The other leaders? Morgan? Ha. Felicia? Ha ha. Anthem has been a den of mediocrity at the top for a long time. Pete was better than them all…by a lot.

Can the Mods create a separate thread or link for the Union folks? Just like VzW has its own...since these folks started posting here, we lost the fundamental topcs....

Employee appreciation gift- a $15 credit to grub hub. BUT you have to spend $50 to use it.

Cheap a-s Allstate can't even give employees a plain $15 gift card. Some of us don’t even have acess to grubhub in our areas.

Hate on me all you want but this is insulting.

interested in your impression if you have met him. i met him a while back and was not impressed. he seem odd and awkward and didnt really appear competent for his job.

Commission upgrade for sales representatives and assistant managers. Thoughts?

Holy cow is this training horrid.

I love it how EHS loves to toot their own ho-n about how AMAZING their training is. $5 everything she put up is straight lies.

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

I’ve just completed my PDR review, and my manager mentioned that I need to increase my visibility with the SLT. This feedback seems to come up almost every year. It makes me wonder whether the issue is really about my visibility, or if there’s a lack of clarity or alignment in how SLT evaluates contributions.

thoughts about the new rebranding exercise and the new logo design?

Is it just me or has anyone else not been asked to provide KO feedback on their managers the last 5+ years?

Why is no one talking about how stock together was removed without notice or a heads up. Make sure your paying attention to your 3% raises, ST is gone.

Mass Market is actually comedy.
They went into a full week “lockdown”… just to come back out and say, “We need to move faster.”
That’s it? That’s the breakthrough?

This is a rhetorical question.

I think we'll, for once, have a thread where people agree on the response.

For those currently in the Transformation or tagged CO dedicated how many of you have received the STEER email? Trying to understand the actual substance of this seemingly nice program versus the stated goal of 'supporting internal transfers' Has anyone seen any concrete results or movements from it yet?

Also, for any former colleagues who were let go: did you receive this communication prior to your departure? Any insights or 'lessons learned' regarding what this email actually signals would be greatly appreciated.

My direct either has a fetish for Victorian English or they are using weird prompts in AI. I kid you now, it feels like it was written as if he were going to be laid off anyway, It was great! Stupid and great. Though I guarantee he had no clue what half the words meant.

If anyone has gotten both an AI written review but also gotten more than an “achieving”. Like yeah, you’re great, but still not great enough for me to put thought into my own words.

See this review in LinkedIn
Full details from post in the comments
https://www.linkedin.com/posts/activity-7427118095061819392-rD0R?utm_source=share&utm_medium=member_ios&rcm=ACoAAAdeT6sBq6HR8cmvn-Ypy8_0uJhVxf9JjF4

So it’s going to the dogs. That’s for sure. DXC is busted but when it finally folds are there any DXC execs you would back or follow into something new or are they all just hopeless cases in it for themselves?

Is it against the law to be given your annual review via video to me and I had to sit in the middle of a room with other workers around me who heard the entire thing? I was not given the opportunity for any privacy at all. Everyone heard the entire review. It was embarrassing.

Has the Quality of Employees gone up, down or not changed?

Leadership seems to need a decoder to comprehend the results, so here it is. The negative survey results are not about healthcare perks or wellness programs no one uses, they are only about RTO and the lack of flexibility.

“I am proud to work at AT&T”
Once true. No longer. Public perception has deteriorated, and when people outside the company hear about the five-day RTO policy, the lack of any real collaboration, and the absence of assigned seating or co-located teams, the reaction is disbelief. Pride erodes when policies feel performative instead of purposeful.

“I would recommend AT&T as a great place to work”
That answer is now clearly no. A mandatory five-day RTO policy for roles that historically had been remote before COVID and can be done more effectively remotely is an immediate dealbreaker for modern workers. The policy alone makes the company undesirable and uncompetitive as an employer.

“We trust the leadership decisions”
Trust is broken. Employees do not support the financial decisions that destroyed value, nor the RTO mandate that ignored clear employee feedback. Trust cannot survive when leadership consistently doubles down instead of course-correcting.

“The company provides opportunities to support career growth”
Opportunities are narrowly concentrated in Dallas, with limited mobility elsewhere. For a national company, that is a self-inflicted constraint that unnecessarily caps growth and retention.

“Our policies and systems support me doing my best work”
They do the opposite. The five-day RTO policy actively reduces productivity, and many internal systems remain outdated and inefficient. Physical presence does not compensate for structural friction.

“The company cares about my health and well-being”
Employees feel burned out, mentally and physically, largely due to excessive commuting and rigid mandates that add stress without any benefit to the company or the employees. Well-being is not addressed by pushing unused benefits or wellness messaging while ignoring the root cause repeatedly identified in feedback.

“Do you feel changes have been made as a result of prior surveys”
No. In fact, the opposite. Employees explicitly opposed three-day RTO in the last survey, and leadership responded by increasing it to five. Feedback was not just ignored, it was contradicted. The disappearance of the prior third-party McKinsey survey results only reinforces that perception.

Did I miss anything else?

The pattern is now set and clear. Instead of addressing the core RTO issue employees are raising, leadership deflects with ancillary benefits and BS messaging. That approach feels like gaslighting, and not listening. So why should I even bother taking the next one?

If leadership truly wants different survey results, the solution is not another email, benefit rollout, book club, or talking point. It is addressing the one issue employees are consistently, overwhelmingly, and clearly raising.

Flexibility. Trust. Results over “presence”.

That is the message of the survey, whether leadership wants to hear it or not.

Wah wah Capgemini Group decision
Wah wah wah bad market
Wah wah wah microsoft aws redundancies
A pshpoor implementation od SuccessFactors
More AI slop
Wah wah wah more like they didnt want to make France feel alone in its misery
Mr. Bull... more like Bullsh*t

Got email that they care so much about us and our employee feedback that they are having a book reading.

They just don't get it.

In the last Employee Survey, many of you emphasized how important it is to feel that AT&T truly cares about your health and wellbeing. We heard you—and we’re taking action.

....blah, blah, blah stuff about your work-life balance being a priority...

We’ll share a bit about our personal wellbeing journeys, preview what’s coming in the program, and introduce a book we’ll read together as an organization.

Our goals were rolled down to us from senior leadership.

They are not measurable, vague, and for several it is unclear how they are applicable to our job.

I would expect clearly defined, measurable goals - not this hot garbage.

I feel like it is clear that they are trying to set us up for failure.

WTH is with the new name? Everyone I've spoken to says "sounds like a cleaning product". They are not wrong - there's at least a handful of random products out in the market that share the same name. You would assume that someone from branding would have checked. Ugh.

Not to mention, this is going to cause some confusion for the foreseeable future. Not the first time a company in our industry has tried to rebrand but that has rarely worked out well.

PSA ... if your manager is a good guy/gal Try not to sc--w them with poor scores !
Save them for Excom members !

Remember when they claimed to be "A business of csring "

I keep receiving these emails about great results, another wins, another successes, so much money from so many contracts, but SO WHAT? There is nothing in it for me, and if the company is in such a great condition, why it cannot match the salaries to modern rates? I do not know what is the purpose of these emails. Honestly, every time I see these, I feel like someone just spat in my face, laughed and walked away.

Anyone have any insider knowledge when the next (not so-anonymous) survey is happening?

Found this site where you can anonymously rate your job on two axes. One is how hard the work actually is and the other is how bad the people are to deal with. They call it Pain Level and A--hole Coefficient which honestly tracks.
Would be interesting to see where Google lands right now given everything going on.