#feedback

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.

The latest version of the presence report contains a significant error. It assumes that all employees require 5 days of office presence; however, some organizations require only 3 days.

This tool fails to account for this variability and applies the five-day requirement uniformly. As a result, it inaccurately lowers the overall office presence percentage for teams operating under a three-day model. It is time to retire this ineffective tool, as it has repeatedly failed to produce accurate results.

Thoughts on Project Elevate?

just wait until you leave and are a client! No wonder people hate TIAA. Trying to get anything done is is darn near impossible, your money is locked up in under performing produts, withdrawl options are nil, client services is horrendous and een simple changes take forever. I'm embarassed to have worked there fo ras long as I did. Thank God I left. Knowing what I know now, I'd never tell anyone to put money at TIAA. It's a joke.

Curious to hear what people’s ratings and individual %’s were. Let’s get a feed going!

I can’t start, but will post soon. Have not had the conversation with my leader as of yet.

Curious, did anyone actually get over a 3? I haven’t heard of any.

I am a biggest advocate for products that I use. I give feedback. I use word of mouth. I put on good reviews. T on the other hand, does not allow their employees to use any telecommunication technology by enforcing an outdated Draconian policy from 1950s to work at an office. Why should I buy their internet? their cell service? their streaming? (if that's still even alive).

T does not believe in all of this. Why should you?

Curious as to how these low merit numbers are derived and compare to others? Share your rating, merit, and work model here.

Rating meaningful
Merit 2.4%
Work model remote

It looks like there are a lot of new, fake reviews (probably coming from corp) like "5.0 - Great Company, this place is the best, everything good in the organisation!" If you want the truth out there, please post your reality.

I’m not unsure how this new “keep asking” campaign is going to help us in PGIM. I do hope employees “keep asking” what on earth is going on with this company.

Comment your number out of 5 and your %.
How are you feeling?

Anyone else notice how they avoided answering questions related to layoffs vs. C-suite compensation, offshoring, etc. in the latest TDO town hall? I’m disgusted but not surprised in the least that these cowards don’t have the ba--s to answer questions associates care about.

I still have a wells credit card. No other accounts. will stop using it from now on.
That is the one little thing I can do

I got a low rating. When my manager sends the review to me should I add employee comments? Once entered who reviews them? Thanks in advance!

Are we returning monitors and docking stations?

I asked HR answers and they only itemized laptop and concession device. I specifically asked about desk equipment and they did not reply to that part.
Also in the severance agreement it mentions laptops/other computers and devices. Nothing about Monitors/docking station.

What do we all suggest? Anyone from the previous rounds have any input?

Throughout the year, I was consistently told that I was exceeding expectations and performing at a high level. My feedback conversations reflected strong performance and meaningful contributions to the team.

However, during my annual review, I received a rating of 3 and was informed that I would not be receiving a raise. This outcome did not align with the feedback I received throughout the year.

Additionally, compensation decisions were not determined by my direct supervisor, who has firsthand knowledge of my day-to-day performance. Instead, they were made by a VP who has only been with the team for a short period of time and has not had the opportunity to fully understand individual contributions.

I have also learned that colleagues who previously received ratings of 5 were given ratings of 2 this year and were subsequently written up, without prior warning that their performance was considered below expectations. All of these evaluation and compensation decisions were made by the same VP.

Thoughts on the latest AMA? Felt very avoidant and not full answers.

Transparency != "We will tell you more in 'current_date'+30". Maybe find a new buzz word, as this is anything but transparent.

I had AI make my end of year summary for me, I briefly looked it over and submitted it, it was a tad fluffy, gracious and full of the big words we all love. I got an “exceeding” rating. I’m baffled. The EOY my AD read me was certainly AI generated and you could tell it was her first time reading it. In the end, my AI summary helped my boss write her AI review and boosted me to Exceeding. How is this broken down? Did only a certain % on each SD team get each rating?

I'm hearing the APAC teams are really struggling under the new leader. From all reports the previous "interim" chief was bad but the new guy and his posse are driving the culture into the ground. Anyone hearing the same?

Feels like this program is a waste since SF took over. Even with the 20% match, I would have more money if I took the cash and buried it in the yard. Feels like I’ve been part of a ponzi scam and waiting for it all to crumble. I think I’m done with the program. Any others dropping it?

Might be the d-mbest realignment this company has ever done. What a colossal f—k up

Anyone know what percentage of people actually reach their ultimate potential CL? It is a vanishingly small number. Just another false promise.

should be the theme from Jaws. There will be no delay approving or problem with the cost of the licensing fee.

Lots of opinions y’all. And grief towards either the past or current state. Can’t change the past and no darn sense complaining about today.

What are the top five things to get us back on the right track?

Our tone deaf Chro feels enough time has passed to post with a lame post it again. Dan - please fire her!!! The one before during Covid was a million times better.

While the initial reaction may seem positive, looks like investors are wondering why TD pays so much for marketing execs and brand campaigns that are incongruent with reality. TD is not More Human, in fact, internally it is less human than ever.

Can’t believe it, but expected. IA pulling some T& C out on the sellers Q4. That’s its guys take it way from the people who actually bring in the orders.

Getting to see posts from those involved, sharing in real time, is incredibly sad and validating. There is a lot of value in that. Not making light of the real pain being experienced. However, the Theater of the Absurd in upon us. Then Theresa flips a table with "20% raise with AI!" Can't wait for the Reunion Show where everyone shows texts from Stephanie, Bob and Ian. Andy Cohen is unprepared for this level of insanity and that is saying something.

Curious on how people would grade EH so far in his stint as CEO. I feel like it’s pretty mixed, coming in everyone was super excited, and lately been feeling those sentiments have waned a little.

The summary is work even harder and hope for the best. Really annoying to say the least

Your comment is below. I wanted to tell you something and make sure you didn't miss it because I really appreciate your insight and hard work.

I said, "You have very valuable insight. Thank you for helping the FE. How much longer does Walgreens have do you think and what types of things do you think will happen in the near future. How do things play out. What clues are you seeing. What is consistent with your prior experience?"

You posted, "Hate to say it, but it won’t function, along with many other teams. It’s far beyond any sort of recovery or miraculous business pivot of the decade fiction the spokespeople are trying to spin and pitch. I work on a very small, but mighty, team that supports FE on all matters of consequence and we still got hit, lost one. It was already severe triage “plug the dam” for years now, laughable really. I rode shotg-n on the very protracted death of another Chicagoland titan of industry and can tell you this is the very same death swirl/playbook all over again. Be warned, this will not be the protracted downfall that was. There’s no financial levers left to pull here to replenish the coffers, which will inevitably spook the Sycs,, ergo more ‘calibrations’ blah blah. It’ll be a sad broken less than skeleton crew up in here by mid/end of Q2 barely KTLA’ing. If you can find an out, by all mean, please take it."

did anyone fill out the RTO survey yet?

I am also curious what you all think… do you feel our feedback will actually be taken seriously? I am wondering how much impact it might have.

Would love to hear your thoughts.

Is it unusual that the reviews were delayed by a week the day before they were scheduled to be released? We weren’t given any explanation for the change.

If you poke around some of the other company layoff pages, almost none seem to be as active as this one. Bank of NY Mellon is pretty dismal, but still lacks the sheer volume. Citi folks don't seem happy either, but even less volume there. Why does Wells Fargo seem to have the most vocally unhappy workforce? Is that a sign of how bad it actually is?

I think most Fiserv employees are now familiar with Corelation INC? The remote work option is awesome, of course. But look at the salary ranges for the positions being offered. Are they for real? These are all low-salary utterly beginner-level salaries. What do others think?

This company isn't even capable of running an all hands

I’ve completed my appraisal diligently every year. And every year it’s the same outcome: a “2” rating, talk of a pay rise… which then slips, slips again, and suddenly it’s appraisal time all over again. Please do your appraisal.

My role itself isn’t very fulfilling. There doesn’t appear to be much of a pipeline, yet there’s also no conversation about letting me go. I’ve applied to leave and been turned down. I don’t particularly want to become “the new guy” yet again in a technology I’ve never touched, especially when the promised training never materialises. You’re left to struggle, only to see the company later hire people who have been trained elsewhere—and happy to pay them more per month than the cost of the training course would have been in the first place. Who are bloody useless as have no business knowledge.

So I’m genuinely asking:

• Do I decline to complete it?
• Do the bare minimum?
• Make a proper effort in the hope of a pay rise that never seems to come?
• Or be completely frank and say how things actually feel?

Interested to hear how others approach this as the deadline is this week.

How are we going to 'delight the customer' if our customer service is horrible?

Everyone ready for all the ata boys on how AMAZING we did at the Superbowl on LinkedIn, followed by all the a-s kisser comments and likes. Could have saved a few jobs with the cost of that.