#feedback

what are some things at your location that is driving you crazy?

She just dropped a video talking about how in America you have the freedom to compete, about the american dream. Meanwhile, she lays off all americans to hire Indians. That’s SO tone deaf, pure bs

Just read mine and it looked wonderful until it says I should do more. Ok I work 10-11 hrs daily yet my rating is "tracking towards below expectations" I felt I just got slapped.

July 7th

How are exit interviews going today?

The CEO with the worst presenting skills and personality ever is off. Apparently he leaves us in a position of strength…..

What ID10T thought product name up? Glad I finally said it.

When FT took back their Customer Service, they left Main Office Services and Customer Operations at FIS. Today, at a BPS Fireside Chat, SVP Ian McCoy and Client Services Manager Sandy Edmunds announced that FT is also taking back MOS and OPs, thereby terminating the ten year contract. Was only able to read the questions in the chat, have not see the recording yet, if there is one. The chat questions involved employees in those functions asking about their futures. The answers were not comforting. Sandy implied that FIS did not understand why the contract was being terminated. It was because they did a sh---y job and impacted FT's relationships with their own clients. She went on to address timing questions by stating that she did not know who the new vendor would be "unless they went behind their backs." That is a stunningly deceptive statement. FIS failed to deliver on every level to meet SLAs or they did a sh---y job whichever anyone prefers. It was shocking to read that. Will see what else can be gleaned unless someone else reading here knows more. Cue up the Mission Impossible theme...

With everything that’s been happening lately, I’m finding myself wondering how candid I can or should truly be. I know the survey is presented as “confidential,” but I’m curious whether others feel comfortable giving completely honest feedback or if you’re holding back because of concerns about confidentiality or potential repercussions.

No judgment either way, I’m genuinely interested in how others are approaching it.

The UK 🇬🇧 is looking like it’s going in the right direction. Share how KD affected your life at bp both the positive and the negative.

There's actually a PIP week here? It's not a year-round thing? Haven't been here long enough to know, but if it's true, I like it.

I worked for Dell for 20 years and I was told that I can't recieve references from management or co workers. Nor can active Dell employees contact me post layoff. Has this happened to others?

coworker got laid off few months back and i had to absorb 100% of his workload and was thanked for being a team player and stepping up, now i get feedback on not being fast enough with that added workload. is this a strategy to push me out?

Does this even matter?

Also I'm curious does this survey go to all associates? Or does the manager select a few designated pets who take the survey (which doesn't seem accurate as I am far from a pet lol)

My manager despises me because I ask him tough questions instead of having a "yes sir" person

The 8/1/25 email may end up being remembered as one of the most damaging leadership communications in AT&T’s history. Maybe even corporate world history. Not because of one quote, but because of the mindset behind it.

Employees said morale was declining, flexibility mattered, talent was leaving, and five-day RTO was making things worse. Instead of asking why so many people felt the same way, leadership explained why employees were wrong. Feedback was described as “more outliers than we’d like,” and employees were told there “might be a disconnect between you and your current professional choice.”

That response didn’t rebuild trust. It widened the gap between leadership and the workforce.

The issue was never just RTO. It was the message that came with it… when employee feedback conflicts with leadership’s narrative, the feedback not the strategy is what gets questioned.

You can mandate attendance. You can track presence. You can enforce compliance. But you can’t mandate trust, engagement, or belief in the direction of the company and that’s what Stinky is too boneheaded to understand.

Leadership is ultimately measured by results, whether people want to stay, whether top talent wants to join, and whether the company is moving in the right direction. Those are the questions that matter.

Stink is unfit to lead and should resign immediately.

I'll just say it.
These stores could change their flow upside down and inside out...it still wont change your sh**ty, nonexistent Selling Culture. Macys only solution to falling sales are floor moves. Change that!
Especially considering the flow and assortment at most Dillards have remained consistent for decades. Thats department store excels at customer service, those associates literally greet me at the door. The insanity of floor moves every quarter has got to stop!! Who isnt getting their job right the first time?!

I assume most on this site is current Nike employee or recent former employees.

if you think that EH should replaced then click positive or plus

if you think that EH and his cronies should be given more chance then click negative or minus.

Every year, the ELT says they want to hear our voices. What happened to our voices being important?
Release the survey and let the chips fall where they may!

see the vertical scroll bar on the right wide when you are trying to scroll through comments in a video playing.
Edge is garbage.

As I prepare for a vacation trip to Europe I contacted Vz Call Center. I must say the Rep was outstanding.

Being a longtime employee and Fios/Vz Mobile customer....historically was confusing and put so much on the Customer to manage.

I point this out for two reasons...first.... the focus and execution was flawless and secondly.... rhe Service Rep was awesome and hwrbrole needs to be supported and expandes and removebrhe Director/Sr Director headcount and live up to the hype of Customer experience

Can someone teach me how to be a yes-man and boost the egos of unskilled, manipulative managers? Apparently, that's the skill needed by TPD Associate Director. Please for once can they let go Boston AD …

Unfortunately, I'm not good at that, so they'll probably let me go.

OK, we are now three months into this Google, Cr-p! Exactly what it is cr-p! Anybody notice how much longer it takes you to do your job using Google? Gmail is the absolute worst. Drives will drive you nuts.

To employees in India offices, how do you feel about job security? Express feedback regarding management and interactions with other office locations globally.

Just wanted to add my voice here. A lot of the other posts on this board were true.
On the positive side, big credit to RB and management for actually listening to the CES Survey and making some real changes. That doesn’t happen often, so it’s worth calling out.

Per the last email, it looks like HMP has basically been ki-led. For those of us stuck in open-plan areas with unassigned seating, how are we supposed to get offices now? Feels like that whole piece just disappeared.

Also hearing we’re going back to Monday WFH next — that’s at least something.
Anyone else in the same situation with the seating/offices issue?

What’s the word on that team? Full of ignorant fools who thinks very highly of themselves

People are asking good questions!

Do you think there is any value in Pulse Survey?

Nothing seems to change.

Things are even getting worse the more we complain.

This is optional. But it's optional.

It's anonymous. Almost.

Published by: BofA Executive Director of Sarcasm and Irony

(1) On a scale of 1 to 5, how excited are you to provide feedback that will be carefully reviewed, summarized, ignored, and filed away forever?

(2) How confident are you that leadership already knows the survey results before you submit them?

(3) Which follow-up action do you expect after this survey?
A. A thoughtful action plan
B. A vague email about “listening”
C. A slide deck proving engagement is up
D. Another survey asking why survey participation is down

(4) How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

(5) What is the main purpose of this survey?
A. Improving the workplace
B. Measuring employee sentiment
C. Creating the appearance of concern
D. Supporting someone’s promotion packet

(6) How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

(7) If this survey leads to action, which action is most likely?
A. More meetings
B. More dashboards
C. More corporate language
D. More reminders to complete the next survey

(8) How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

(9) Which phrase would you most like to see retired from the survey results email?
A. “We hear you”
B. “Actionable insights”
C. “You spoke, we listened”
D. “We are committed to transparency”

(10) Would you recommend this survey to a coworker?
A. Yes, if they enjoy performance art
B. Yes, if they need a break from real work
C. No, but I’ll forward the reminder anyway
D. Only if leadership completes one too

Let's do it, you've got to do it. but it's optional. It's anonymous, I promise, for real.

Exxon Quarterly Employee Survey by VP of Sarcasm and Irony

1. On a scale of 1 to 5, how excited are you to provide feedback that will be carefully reviewed, summarized, ignored, and filed away forever?

1. How confident are you that leadership already knows the survey results before you submit them?

1. Which follow-up action do you expect after this survey?

• A. A thoughtful action plan
• B. A vague email about “listening”
• C. A slide deck proving engagement is up
• D. Another survey asking why survey participation is down

1. How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

1. What is the main purpose of this survey?

• A. Improving the workplace
• B. Measuring employee sentiment
• C. Creating the appearance of concern
• D. Supporting someone’s promotion packet

1. How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

1. If this survey leads to action, which action is most likely?

• A. More meetings
• B. More dashboards
• C. More corporate language
• D. More reminders to complete the next survey

1. How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

1. Which phrase would you most like to see retired from the survey results email?

• A. “We hear you”
• B. “Actionable insights”
• C. “You spoke, we listened”
• D. “We are committed to transparency”

1. Would you recommend this survey to a coworker?

• A. Yes, if they enjoy performance art
• B. Yes, if they need a break from real work
• C. No, but I’ll forward the reminder anyway
• D. Only if leadership completes one too

Centene are you freaking serious???? Sending out surveys asking for our opinions right now??? You don’t care about us and leaving us in limbo for weeks not knowing what to do or expect and you send out a satisfaction survey. Please save your time and maybe update your staff on the VSP and if what you expected to take it has vs has not so maybe we will have a better idea of what to do. Shove your stupid survey up your butt.

I am so beyond fed up with all the pins and different threads or channels whatever they’re called on teams. We have a chat for a weekly call but now we have to use a completely different thread to put everything so now we have two probably even three different threads with basically the same group on the same topic.. they’re telling us you can use the chat during the call but use the channel for everything else so all our details are consolidated in one place… how does this make sense?!? I’m so tired of having 50 different places to look for what I need and having my pin go off every 15 seconds throughout the day.. it’s beyond distracting and unproductive at this point.

And I don’t even see the notifications, despite the fact that I followed all the instructions to request that I’m notified about these channels. SO FED UP WITH THIS STUPIDITY. Obnoxious!

I haven't seen any true metrics shared from the CES. Just high level messages from leaders saying "we are good at safety" or "there is no trust for senior leaders". Anyone in the know, what were the true results? I have to imagine they were awful!

Has anyone completed the survey that came out today? If so what was the feedback provided

Just received the Centene voice survey email. What a frickin riot.

If you could change things around, what would you do? Is there anyone who could fix what's broken? Who would you put in charge?

I was laid off from USB after 15 years of strong performance. It was really hard especially at 50. But I adapted and landed a better job in a difference industry, smaller company and I’m really happy here.

Occasionally, when I see a LinkedIn headline about someone leaving USB I’ll come here to see if they’re still laying off at the same pace. You’re not going to like this, but I want to be blunt with you for your own good.

The endless debate on here about return-to-office policies must be a very useful barometer to the leadership as they make decisions about headcount and offshoring.

The one thing you all agree on is that this is the darkest point in USB history. Okay. I don’t know about that, the stock price higher than it’s been in years. But let’s say you’re right. So during crisis, you all want to focus on d-mb stuff like how much will I have to go in to an office? Which days count? What’s the minimum I can do and remain employed? That tells me there is plenty of mediocrity left at USB and they should keep cutting.

If your primary concern is whether you have to spend two or three days in an office, you are focusing on the wrong thing.You have choices. Level up. Learn faster. Contribute more. Build relationships. Become the person people want in the room. Or find a new gig. What doesn’t seem to be working for you is treating office attendance as the defining issue of your professional life.

I don't get it. Just telling someone to do their work is now seen as aggressive. If you're not constantly praising people, you're being too critical. It's gotten ridiculous.

Thoughts?

I assumed we would never have one again. I'm certain they will take the feedback to heart and change and improve (sarcasm)

Can someone tell me why it takes the managers anywhere from three weeks to three months to approve pto?