#feedback

Call is going on now. Add your impressions of the call. 🍿

This chick has this pre-recorded call at 8am with an email to get on this call at 745. Pre-recorded and just sounding so heartless and then click, call over in 5 minutes. 2 decades I've given to this company and it's all gone. No, thank you for everything you've done over the years, personalized by anyone. Just a default message like it's a voicemail. This fu--ing company has become so heartless.

LinkedIn posting liking commenting and dressing like they are on a runway at NSM. No wonder nothing of substance ever happens at this company. Lfg Deadtronic

Why is the Women Lead session being lead by a Man? He rewords what she says and does most of the talking. Can someone tell him to he is not a woman? Another example of Optum not getting it right. I just want him to shut up.

Next year don't do the Tell Dell. Participation is the only metric they can't cook.
This year seems to be hoovering around 80%.

Makes me want to vomit. Better not be fully transparent when a good percentage of employees are listening on the call.

We know how you love the so called anonymous survey. I'm sure KT in HR would support a survey, but MH knows that it will make him look bad, so No surveys anytime soon. KT keep up the pressure maybe he will resign, so you don't have to continue babysitting him for Apollo.

I could not watch. Could someone make a favor and do tldr

In past layoffs, does anyone come to you with a list of names and you give your feedback on who you can let go? Do they look to performance reviews? Something I was informed of led me to believe that feed back from PL will be applied in this layoff.

Why is it that every time there are layoffs, they always target the people who actually do the work instead of the ones who don't contribute anything? It's no surprise the company is in worse shape every year.

It's pretty obvious that Ramon and his team have no clue what they are doing. It's only a matter of time before the company is broken up. Frito can probably be sold off to either Dow Chemical or DuPont since they are all Chemical companies.

When do they run the workplace excellence reports? I thought it was supposed to be the first Sunday of every month (ex: June 7, July 5, August 2, September 6), but I noticed they ran it in June on June 3rd instead of June 7.

I remember when Dell actually pushed us to learn and grow. That seems like ancient history now.

Did anyone else notice this when filling out the culture survey they sent out - clicking on any answers on any questions acted normally UNTIL you got to the question of "do you plan to quit in the next six months" - every time you picked an answer or changed your answer a buffer icon would load something and then disappear. The whole team was doing the survey and reproduced it, including our manager (so four of us) Also obviously the survey link is personalised. I think theyre essentially looking at who's sure to leave anyway to make sure they don't lay them off as it'd be a waste of money if theyre quitting themselves anyway and instead layoff people who are still willing to stay and there isnt another easier way to get rid of them.

PPDM was the biggest steaming pile of horse shiiiiit from day #1. Everyone who worked on it should be fired on the spot!

My customers are ripping it out of their test environments, which they could never get to fully work, in droves. What a complete joke of an Enterprise software product. Pathetic.

Why are managers asking for feedback when they don't want to hear it? I share my thoughts, I make suggestions, and nothing happens. Problems remain problems and nothing ever changes. It's now a pattern where they ask, I answer, and they ignore it. Then why even ask????

How bad can it get?

What's up with all the downvoting suddenly? It's likely Centene the company themselves doing it or company boot lickers (get a life). To employees: never complete those manipulating and invalidating voice surveys but speak your voice here safely and don't be discouraged. Ignore downvoting and negative scores. Fk em. It's not that serious to be downvoting.

HR was actually too nervous to post the numbers for those regions. Honestly, I don't want to waste my time on it. Plus, if I did take it, my responses would just look like an outlier anyway.

Before I quit two years ago, I remember it taking 15 minutes just to log in every morning. To say the place was a mess would be an understatement. Not to mention, the whole Genpact deal destroyed already low morale. I was so happy to leave it all behind. Have things improved at all since then?

If there was one thing you could change in the next year with Truist Investments, what would it be and why?

Advisor Gateway blowwwwwws. I give them credit for trying to upgrade, but when you just put lipstick on a pig, well the original pig looks much better. By the way Envision was 100x better than eMoney. Saaaawing and a miss!

I'm sure a few folks have gone through the new mid-year check-in. What is involved ... was a meeting necessary or could an email take care of it?

To deconvert!

https://kstackpod.substack.com/p/the-real-fiserv-fight-isnt-early

Does anyone believe in this guy? He seems like he’s just a slick suit and doesn’t have any actual vision for the industry.

Tampa data science team is the worst team to work for. Modus operandi is to promote h1b friends and treat citizens and residents as sh-t.
If you want to get into a sh-t hole get in here.

The text in the email literally says "Even when no action is taken based on feedback", so, anyone who's making the argument that they are going to write their hearts out is just kidding themselves. If you want to vent, write a diary (for old people) or just say 67 for the youngins.

Here's what boycotting it does. It's not mandatory, so, does anyone have a good argument for losing your job if you don't participate? Not participating diminishes their little game where they collect sentiment data and make staffing decisions based on it. I am doing my part, please consider doing yours.

Have a great rest of your life.

Long gone - retired just before and during the Operation Excellence phase of the merger. After that all he-l came in from Frank. Jeff Y was gone to a house in Florida with a ton of cash. Everybody else learned SAPIENCE at the risk of termination. Yes there were problems of course - even IBM could su-k up a disaster or two. But the relatively good firm was shot full of holes. Am very sad at what it has become today.

We was told the annual employee survey was supposed to happen in June. Still nothing.

I have to wonder why… Are they worried the results will look like they did last time?

Because the feedback has been pretty clear… Employees have been saying the same things over and over, five-day RTO is hurting morale, the presence report is damaging trust, and people feel like leadership isn’t listening.

The action plans that come out afterward have become a joke. They check the box, put out some talking points, and nothing changes. They never actually address the issue employees are raising.

The answer isn’t another mental health program or another communication campaign. The feedback has been loud and consistent about what the biggest problem is.

At some point, leadership has to decide if they actually want honest feedback or just feedback that confirms what they already believe.

If the strategy is working, release the survey, get the results, and prove it. Or are you too scared to get your ego bruised again, Jon?

Bring back the survey you bloody cowards, too afraid of your employees you’d rather bury your head in a hole?

Lots of valuable consumer insights in the comments for the "leadership" teams at PEP

https://www.youtube.com/watch?v=WhVSww5fzBA&t=1s

Let’s call it out the directors of the UR Department are world class actresses but little to no experience actually doing the front line work
They attempt to put on world class performances but the workers know
It could be so much better

Well since they changed the timeframe of the VSP acceptance process from the 15th to the 27th, what are people actual thoughts on the extended window now. Does it mean more people than expected accepted the VSP or not enough and they want to see what needs to be done in the "resturcturing" faze of the layoffs in August. Also I want to know to anyone who accepted the VSP if things for you on a daily basis going fwd with your team is or has changed before the 27th. I know a higher level of person will be conducting the approval process, but since the VSP list is done does any of this info will trickle down to your managers ...sups...ect. I just hope people dont start getting treated diff since they are accetoing the VSP. please share if anything diff is happening for you since the deadline has passed.. TY

I'm wondering if there are any decent managers still around. Mine barely rates a 2 out of 10. What about yours?

When will PDS feedback start / end?

Are supervisors/ managers having a rough time giving feedback?

An Independence Day poll.
Who is honest on LLs?
Is it REALLY anonymous?

Does anyone know if there is an area in the internal contractor system for feedback/comments and also how long after a contractor leaves can a Manager add something to it, or does it close indefinitely within a day or so once a contractor leaves?

How does this mid-year review work.
You either get meets or not meets

My manager said , unless you are “not meet” nothing needs to be done.
Only if you are “not meet”, then it will be documented.

He said he has finish my review, but I did not see anything on my workday.