#feedback

Is Houston completely unassigned seating now in both towers? If so, brutal to absorb that and RTO 4 days all at once. How is it going for everyone? Strong reactions?

Reps are done.

Thoughts?

Many have commented on the change in culture and how the company has changed for the worse. Does a lot of this have to do with the newer hires over the past few years?

The company has hired a lot of new people and to be fair some have been good. However in many cases it looks like the company’s hired a lot of mediocre employees. It feels like the company used to hire the best of the best. Recently it feels like the scraps are getting picked up.

What does everyone think?

Every year towards the end, we have to give our manager a list of names so they can request feedback, right?

Im saying director/manager because this person was not my manager until they did the whole mid level management flattening bs last February. My manager is a director, basically.

I would say my total "talk time" with this person over the course of 11 months was in the ballpark of 90 minutes TOTAL.

Well, I got a "feedback request" email this morning requesting feedback on MY DIRECTOR/manager from our VP - it is his boss so, that's typical.. Which I thought was odd because I honestly barely know my director/manager. Why would they give my name to give feedback lol? I'm a lowly i6 so like, I would have assumed they'd choose people who are a bit higher than me and/or those who they actually work WITH?

I feel a bit "flattered" and in some ways safer from layoffs considering this, as generally speaking people don't submit names for feedback unless you like them and think they will speak highly of you. I've also never had to give feedback for a manager before unless it's Tell Dell.

My director/manager has 24 direct reports and the only time I talk to them is during our monthly 1x1's which are always less than like 12 minutes at best lol. It's a running joke between a lot of us in how fast they do 1x1's lol. My director doesn't waste time. Tells me what/if anything he needs to tell me, then asks whats up with me. I say xyz and that's literally it.

I always try to get personable though because I'm very personable and it's just how I am. Maybe they like that, idk lol? Is this normal to be requested to give feedback to your manager for EOY feedback requests?

Context: hired 9 months ago and had a meets rating during my mid-year review (~3 months after starting). Today I had my year-end review and received an IM rating, specifically for "communication".

Is this common for new hires to receive an IM rating on their first year-end review? Not only that, but for something so general as communication?

Details: my review did not mention any specific instance of lack of communication. Just a general statement of how some of my superiors felt I lacked communication that led to delays. So of course my review states an action plan on how to improve my communication, obivously without knowing what the problem even is.

What's even more confusing, my review has a glowing summary and notes from my manager for an array of things. From actively leading young talent to preparing me for a promotion by mid-2026. Not to mention assist in leading a new segment in for my group that will lead to massive growth for our market.

I don't even know what I'm asking, just needed to rant and put this out there. Anyone been through something similar or at least let me know wtf is going on with my IM rating?

If you got a 4 in only one area. The "how" . How does it really impact you ? I know people thag have had 4s stick around for years. But this was before the aggresive cuts and bora bora

Its out and followed by “more people in fewer places”

What a fu--ing mess this is

The lack of transparency on this is outrageous. The amount of people that need to approve just one review is excessive and adds weeks of unnecessary delay to an already slow process.

Why do you need 3 people to approve 1 review when there is limited salary increase, lack of promotions and no morale?

Has anyone been officially notified yet about the possibility of an upcoming WFR?

I wanted to check because recently my manager has become noticeably less communicative and doesn’t acknowledge my presence the way they used to. There hasn’t been any direct feedback or conversation, so I’m unsure how to interpret the change.

Does this kind of behavior typically indicate that someone may be on the list for a potential WFR, or am I reading too much into it? I’d appreciate hearing from others who may have experienced something similar or have insights into how these situations usually unfold.

Thanks in advance.

I checked Outlook instead of worday and I literally have no T-Mobile scheduled events for the next few months, but when I go back, I see events on every single month like the stupid a-s powwow, and the all hand meetings. none of that sh-t is scheduled in my Outlook calendar for the next few months. I think this means I’m gonna get laid off. Thoughts? I am regular non loyalty care rep. PLEASE LIST IF YOU ARE LOYALTY OR NON-LOYALTY CARE REP WHEN REPORTING IF YOU see future calendar events.

There should have just been layoffs for underperformance. Hiring someone from McDonald’s, during the pandemic, and sending them back because they never break 30% kpis… just layoff people who don’t work. Why do I have to pay for it?!

Go on…be honest

Hey everyone! Tell us about the new grades.

This latest request to fill out a form in preparation for a town hall at the branch level is a classic example of a "disconnect" in leadership. After two years of managing a team, a leader is expected to have moved beyond surface-level resumes and into an understanding of their team’s specific strengths, career aspirations, and personalities. When a manager asks for a bio this late in the game, it signals that the recognition might be performative and just a check box that she did it.
We now know we are just a set of bullet points and that she is more concerned with the optics of the meeting than the reality of our team’s work.

They don't seem like the type that gets offended easily, and seem to encourage some feedback. That's rare. However, I haven't been with the team long enough to be sure if it's genuine or just posturing. I don't want to ruin the relationship, but we've lost a couple of people over the past six months, and the workload is so uneven that many of us have to do overtime, even though that could have been avoided with better management.

Lots of projects are made stagnant with word "No New initiatives" or approvals required.
These projects are the major targets for upcoming layoffs

Whatever happened to the company survey with the results that bad that they didn’t even share it with anybody

Buckle up, it’s coming. And the chosen few will get lower ratings to destroy their bonus amounts too.

Do you think they can ever bring back to me once great family sport of State Farm?

The Working better, together Amplify article has been out for three weeks and has 6 total likes. I wonder if anyone making these decisions takes note of how wildly unpopular the new policies are. Does anyone know who really pushed for this policy? Anybody part of those meetings?

Why? No one is masochist forever, right?

What were the ratings exceeds, meets and what else?

There are more employees across clinical and business operations leaving, most recently there has been many exits from HR.

One of the common themes during exit interviews is the lack of trust due to the the $30 million settlement award against Integris due to the cyber incident in Q4 of 2023.

Our Information Security department was turned into a paper factory due to the bad hire of VP CISO Stacy Stika. Stacy Stika has been given absolute decision-power over technical defenses, yet she have never built a system, cannot read code, and fundamentally does not understand how attacks work. What she does understand is spending time investing in media attention grabs such as submitting her own nomination backed by her friends to the Becker's Hospital Review. Becker's should have verified Stacy Stika could walk through, in technical detail, how she would contain a ransomware attack that bypassed endpoint protection AND was has no negligent breaches linked to her name.

Stacy's leadership has done the following since her arrival:

• Increased stress of clinicians due to mixed messages of security
• Institutionalized Dishonesty
• Taken the focus from care of those most vulnerable

We are tired of of the security glitches slowing us down. We have provided feedback however the people we provided this feedback to are no longer with the company. The Deputy CISO who fixed the problems from the 2023 hack left. We have frustrated clinicians who are the backbone of Integris leaving.

This is how 'layoffs' work here, leadership is restructuring healthcare services which is causing clinical staff turnover with no backfill. Also people are fired after the Glint my voice survey which claims anonymous feedback. If one is not fired for honest employee survey reviews then retaliation begins until the target quits. Worst of all, hiring in IT has more than tripled.

was in outlets and Nike stores during holiday shopping with family. And they all had tons of AJs, AFs, Dunks and other classic styles by the tons and in deep discounts.
After this effort by Nike, I don't think that anyone with correct mindset will pay outrageous and bloated Nike Classic products in the future.
JD and Nike management couldn't stand resellers and tried to get rid of them. They couldn't stand the fact that anyone was making money off their product. Well they succeeded!! Because no one will touch it!! Nike Classics RIP, you are dead and buried.

Nike management in their infinite wisdom tried to ki-l all the roaches but ended up burning down the whole farm. LOL what a joke.

I have talked to few of the resellers and afficionados that I know and they are all out of the business. And they are so burned, they will not touch Nike products with 10 foot pole.

Just submitted my charitable donation matching request to Fidelity Foundation and happy to see my humble donation to my cause was tripled! Yes, Fidelity match 200% of your charitable donation.

2025 was a good year for me, a foot soldier who worked honestly as always and was rewarded fairly by Fidelity. I wish those middle managements who leech off my work and those coasters who steal their salary from Fidelity be cut off in 2026, so Fidelity becomes a even better work place!

In summary: Useless technique, lots of bugs, but expensive.

For example, it was shown that QET7100 has lots of issues. Xiaomi recalled years ago. Samsung stopped using envelope trackers in any of its phone.

Why is Apple still buying this sh-t?

Monolithic
Monopoly
Copper Wire and Rotary Phone
Rip You Off
Old and Behind

Did I miss it? They didn't mention it during the Town Hall at all. Hmm...

You all can post on this site every minute of every day and it won’t make a difference.

You want the public The analyst? that rate DXC n the financial markets to know what’s really is going on with. moral , non-existence merit pay increases

Then hit them where it will be seen , Pist in their social media posts, Linkedin in etc.

I have an am starting to get a lot more likes (people stepping up) than I did 2 years ago.

Also if you hate your employer so much , why are you still there, afraid to get another Job , don’t have the skills required, comfortable (i was and stayed 13 years with 2 pay increases)

My calendar’s full, my work isn’t getting done, and half these meetings could’ve been emails. Who’s benefiting from this system, because it certainly isn’t any of us who actually have things to do?

Has anyone heard if we will get raises and what the % is? My boss keeps saying how much she appreciates me.

https://www.theregister.com/2025/12/23/oracles_new_aienhanced_support_portal/

It is so obvious State Farm is all image without no substance. What say you?

Between leadership that doesn’t seem to know where it’s going, middle management that can’t execute, and expectations that keep getting more detached from reality, the whole thing feels like a circus that somehow keeps getting louder instead of better.

Everyone needs to stop giving Level 2 IT a 5-star rating, when unwarranted, on the customer feedback surveys. This is not helping the cause and will not lead to any sort of change from vendor management. This is just showing they can continue to get away with sh---y service with no repercussions. Give them the true score they deserve. Tell them how they are rude, how it took 2 weeks to get a power cord shipped to you, how it took 3 days for someone to intially call, and how it took dealing with 4 people before you were finally fixed. Enough is enough. Stop sugar coating the problem!!

Shout out to our WONDERFUL CEO and marketing teams FAILURE to get merchandise/stock into our COR retail stores! YES YES! Direct fill you say, but I am customer I need it now! You know it is Christmas! So what’s your problem ! You scream here in Texas about sale sale sale but yet YOU failed the stock holders and your front line employees! Hope you feel good about yourselves!

Hey Y'all!

To celebrate the upcoming Holidays and our new ad campaign, I wanted to share with you how I found my rich in 2025:

• Aggressive outsourcing of labor outside of North America
• Enacting policies to encourage employees to quit to avoid paying severance
• Investing in custom attire that reflects my humble accountability to our clients and associates
• Removing associate access to anonymous feedback. After all, are you really rich if you are surrounded by anything other than a captive crowd of syncophants?

How will you Find Your Rich?

2 Hours! That’s all you should be in there for. Doesn’t anyone follow instructions anymore. It’s the same people everyday using the same focus rooms.

Middle managers should be clearing paths, growing talent, and preparing teams for the future. Too many here do none of that. Here, problems always get ignored, issues mount, and nothing ever improves. Sometimes I wonder what’s the point of having them at all.