#feedback

Say anything less than "great job" and you're accused of yelling. The inmates are running the asylum.

And please, be honest.

Is there an exit interview where I can finally say what I really think?

What gives?

Manager is not able to provide justification for the ratings he has given. he is 64 years old survived multiple layoffs , he is in same department for 26 years stil did not know basic stuff what the product his team has development.

The rumor is that, although they have been on the walls offering antacids, ibuprofen, band aids, etc for a decade, it seems there has been an influx of new people that seem to think they can steal all of the single serve medicine packets and supplies every time they restock the supply boxes, so they have just decided we can no longer be trusted and they are removing them entirely...
Thank you thieves and exploiters... this is why we cannot have nice things!

How is it that this NE App group goes untouched. After completions, probably the worst group of people to have around, just saying…

How do executives think the AT&T guarantee is a good thing?

If anything, it’s a complete middle finger to the customer when their internet is out for a day, and they get $2.32 refunded 30 days later.

Are they just THIS out of touch with normal people?

Omg these take two with OA videos is so cringey. Wtf are we even doing???

why isn't there a 20 minute AI summary? Isn't that what y-all are supposed to be donig now?

I heard that Sassine approval rate was low in the latest survey. Can any one share the real approval number?

Hey man we just want to let you know ELT how we all feel about you. If you are truly like Ted Lasso then you should open your ears and eyes and actually hear what we are saying and how we feel about the company right now. You all are the most hated ELT in the history of the company so from all of us:

🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕

More and more people that I work with have such an accent that it is difficult to understand them, even though they are supposedly speaking English.

Absolutely horrid accents that need to be improved just to communicate successfully.

EM needs an entire team of Speech Therapists, or possibly make communication ability a key screening topic in hiring. Unfortunately the interviewers also have unintelligible accents.

Great job, keep it up. Looking forward to more market cap decline so Hock can burst a few blood vessels.

…and bot in a good way. My manager rated me a 4/5 (exceeds expectations) and then his manager made him change it to a 1/5 (not meeting expectations). That feels like the paper trail is being built to get rid of me. Thoughts?

This company is a enviromwnt nightmare hand down

Anyone know when the union pulse is coming out? I have some feedback I’d love to share with my 3rd-4th liner.

What has happened to professional communication at Canon USA?

Lately, I have noticed emails with no greeting, no “please,” no “thank you,” and little consideration for tone. Some messages to vendors come across as rude or condescending, while communications to colleagues can feel abrupt, impersonal or simply careless.

Is it stress? Have we forgotten the basics of effective communication? Or have we stopped considering how our words affect the people receiving them?

In my 20-plus years at Canon USA, I have rarely seen this level of communication between internal teams or with external partners. It makes me wonder how our vendors perceive us when they receive emails that sound less like professional correspondence and more like they came from a schoolyard bully.

Professionalism is not just about what we communicate—it is also about how we communicate. A greeting, a respectful tone, and a simple “thank you” take only a few seconds, but they say a great deal about the organization we represent and us.

We can—and should—do better.

And now ready for trolling for this post, LOL

So the Q3 quota is being rolled out? How big was the increase for you sales folks?

I put years into USAA many years ago, before USAA even advertised on TV much less did any performative woke sh--. I was there in C when Bob Davis decided that parts of USAA and the people who work there are just disposable biomass. Much like the Indian contractors who vie for izzat points nobody outside the building cares about now.

Have had several friends and family members also come and go from USAA over the years. Short of the period Joe Robles was trying to repair the damage from the Herres/Davis years, everyone left the place never wanting to return or hear of it again (IOW, the typical USAA exit experience).

Overall, a large chunk of USAA membership is now fully aware they are getting subpar financial products, particularly with the bank. But of course also with dwell and auto. It's probably been 15 years now since I've heard a single veteran sing the company's praises. They're still with USAA only because of inertia and the chore of moving accounts away (a chore that's less of a chore now thanks to Plaid).

Then occasionally USAA does something to knock off a few procrastinators who take their business.

Let's take the ridiculous marketing and advertising of P&C this summer, specifically the laughable auto rates that the quotes system has been handing out. How many millions were poured into getting us all to laugh? Many LOLs were had by prospects sharing their USAA quotes on Instagram this season.

Like... GEICO writes motorcycle policies for $75 a bike on a FULL YEAR TERM, right now without UIM and $175 with UIM. USAA can't even underwrite that sector anymore (it used to, back when it also sold jewelry in the basement of the AB building LOL), pays PRO's fees and hands out a sh-t laughable quote 20 times higher. I sat with my sister (she has a perfect FICO 850 no claims) and got a $4,900 annual for a Nissan with 2k miles. Everyone else came under $3,000. The only way I could describe this behavior coming from USAA, and this is my opinion of course... but I'm confident I'm not alone with this opinion: USAA has finally devolved itself into a full-blown FTC-violating scam operation.

It's either that or there is some serious FCF problem at the company to be throwing quotes out multiples to the market, higher than Chubb.

I mean, I guess the new overpaid IBM Bob AI can figure out how to right the company since hundreds of leaders that have come/gone can't seem to figure it out. Perhaps its hopeless.

Remember: USAA was once a business that was growing with no advertising and it also built its HQ on Fred Road while it was never advertising. It had a culture. Which has been completely destroyed and is never coming back. The members were once so excited about the company and the culture, the business sold itself and members told others of its values for free.

Look at it now. USAA is a cesspit masquerading as finance.

Maybe USAA should go ahead and re-register itself into Virgin Islands shell husk like CIGNA did and free the HQ building and the land up. Nobody needs any of the products the company offers any longer.

I highly recommend to fill out the CES that was sent out and make sure to put in comments. I am not sure how much ELT will care about these, but they at least get shared out in meetings with results and that has some importance.

Has your presence report been off the last 2 weeks? Last weeks report was atrocious. It’s wayyyyy off

An HR expert believes many employees are hired into roles that don't suit them because employers refuse to pay competitive salaries. They then remain in those jobs for years, receiving little meaningful feedback, before eventually being dismissed or made redundant.

Kate Underwood, founder of Southampton-based Kate Underwood HR and Training, said the result was that workers lost "valuable" years of their careers "without ever being told the truth". Kate said employers often complained that they "can't find good staff", when in reality they're offering salaries that fail to attract the right candidates.

She added: "'Nobody wants to work anymore' is the most comforting sentence in British business, because it puts the fault out there somewhere. It is almost never true. There's no shortage of people who want to work. There's a shortage of people willing to do that job, for that money, in that building."

According to Kate, businesses frequently compromised during recruitment, hiring the best candidate from a weak pool of applicants before convincing themselves things will improve.
The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

My manager still hasn't provided his feedback on my FY26 performance review, it's still in-progress on him.
Do you know what was the deadline for manager evaluation step?
Am I a goner?

Am I petty and immature for being overjoyed that my dog sitter texted her clients to say she has had too many bad experiences with Venmo and will no longer accept payments via Venmo?

This is a company stuck in amber. Old school processes, old school thinking, old school resistance to anything new. Propose a fresh idea and watch it get crushed. Try to work differently and see how fast you get shut down. Individual contribution isn't rewarded, compliance is. And we're all slowly suffocating under the weight of "this is how we've always done it."

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.

On credit hold with nearly every vendor that’s need at RUSH… CT not working, internet not working, server crashes, phones in stores not working, let’s not even get into the absolute garbage fire of Shopify…. I spend 80% of my day “putting in a ticket” or following up on a ticket… or resubmitting a ticket I’ve already placed… but, oh, if you’re behind or not getting results it’s your fault because you’re not being persistent enough. Let’s not forget to GET MORE EMAILS! But oh, sorry, let me check you out on my Shopify register… oops sorry, actually, I can’t because half of what you’re trying to buy doesn’t scan so let me take you to this other register! Don’t forget to get your surveys filled out with Highly Satisfied! What an actual joke…..

Go!

One of the things Schwab like to bring forward is the unique "Schwamily" concept. I.e., that everyone is like a big family, and care for each other.

I would like to know if someone actually experienced that?

After working for Schwab for more than 10 years, I was laid off a couple of months ago. Many I had worked with on a daily basis for years.

How many reached out to me after I left? You know the answer. No one!

I always reached out to people I knew were laid off, and I always got the same response: "Thanks, you are the only one that reached out." So, I was not really surprised when I got the same treatment.

The Schwamily concept is an HR ploy, with no bearing in reality. Prove me wrong.

Schwab is "dog eat dog", nothing else.

I’m sorry but does BB leadership really think making the severance 4 months instead of 2 months is a big carrot? Not too mention, it’s obvious that an employee’s term of employment doesn’t factor into anything. Whether you’ve been there 1 year, 10 years or 20+ years, it doesn’t factor into their perceived value of your service. So it shouldn’t shock anyone that their number of years working there doesn’t apply to any severance in this “enhanced” offer. I’m curious if anyone will comment that they’re going to sign up to be evaluated for this. Which is a whole other gut punch. Imagine signing up for this and BB says you don’t qualify because they already pay you so low that it would cost them more to replace you. NOT because of your knowledge mind you. Only because a replacement would cost them more to do the same job.

The company has consistently performed at a low 3-star rating over the past decade, and now your main focus will be retention!-) GTFOH

https://www.phonearena.com/news/we-asked-you-what-it-would-take-for-verizon-to-bring-you-back-and-the-answer-was-no-surprise_id181970
We asked you what it would take for Verizon to bring you back and the answer was no surprise.The answer probably won't shock you, but the number will.
Verizon has leaned on network reliability as its calling card for years. 52.79% of voters said cheaperplans would get them to come back to Verizon.Only 15.79% wanted a better or faster network, and 11.48% wanted improved coverage, while 19.94% said nothing would bring them back at all.To ex-Verizon subscribers: what would make you return? Better network with higher speeds.12.07%.Reliability isn't what's keeping people awayThat's a strange kind of win for Russo. If the goal really was a network nobody thinks.about, this poll suggests he mostly pulled it off. Only about 27% of respondents cited.the network or coverage as a reason to return, and that number looks smaller once
you remember plenty of longtime subscribers walked away over price hikes If ex-Verizon customers aren't shopping for a stronger signal, network bragging rights carry less weight than the monthly bill.
MVNOs like Visible and Mint Mobile, which lean almost entirely on price, are probably
better positioned to win this group back than any new 5G milestone.What the 19.94% tells us If you're one of the 19.94% who said nothing would bring you back, that's worth sitting with. Almost a fifth of respondents aren't shopping on price or performance anymore, they're just done.For everyone else, the takeaway is simpler. Verizon's reliability doesn't appear to be in question anymore, at least according to you. What's still in question is whether the carrier is willing to compete on price the way its own MVNOs already do.
Where Verizon's pitch still falls short that reliability builds trust. But trust alone doesn't win back asubscriber who already left, and this poll makes it pretty clear that price decides it for most people.Verizon has leaned on network quality as its calling card for years, and based on what.you told us, that part of the pitch isn't what's broken. The pricing pitch is. If Dan Schulman's promised customer-first era is going to move the needle with ex- subscribers, it likely runs through cheaper plans long before it runs through faster
speeds. 

We used to get a gift card or something for completing the get active challenge are we not getting anything this year

Bullet point #3 on the survey states -

You can access the survey from any computer, but you must be logged into your EH account via your Domain ID.

Why does this organization think people are so stupid?

These Town Hall meetings should be shown to people with insomnia so they can get some sleep. Brutal.

What do these people do all day? Honestly they never get back to tickets. It’s like pulling teeth for simple requests. Why are they outsourced to “Beacon Hills Staffing”? This company wastes so much money. Go back to the 90s when we had actual employees in the building handling requests in a timely fashion.

What happened?

Apparently everything is going great blah blah blah. Not one mention of the stock imploding in July and $70B of IBM market value evaporating. My take away is that these "leaders" are professional liars and con-men/women.

fun times!