#feedback

The damage caused by the Stinky 8/1/25 email can never be undone.

For most employees, the message was loud and clear: your concerns don’t matter. Your feedback doesn’t matter. Your time, family, commute, and quality of life don’t matter.

Whether Stink intended that message or not, that’s exactly how it was received. Totally thoughtless, inconsiderate, unstable, emotionally charged, and power drunk.

The result of Stinks decisions and policies has been years of declining morale, disengagement, frustration, and a workforce that feels increasingly disconnected from the people making the decisions.

Now another survey is coming up.

Don’t forget how Stink responded the last time employees spoke honestly. The reaction said more than the survey results ever could. We now know he’s totally unstable and a loose cannon.

If you believe trust has been damaged, say it.

If you believe the culture has deteriorated, say it.

If you believe rigid policies are driving away good people and hurting engagement, say it.

This is one of the few chances employees have to be heard. Use it.

If you have time, this is a great interview on the issue.

https://www.youtube.com/watch?v=TXiOO-nKqpw&t=1s

so have they officially eliminated opps for contribution statements and feedback from peers (things that supposedly used to mean a lot). any office notice of the change in performance management or is this a big steamroll?

Not sure how to do something? Fu-k you. Got a question? Fu-k you. Need some help to understand something? Fu-k you.

Spend 2 hours researching or start a ticket and wait 5 days for a response. What a waste of my time.

What’s your aggregate score vs. firm avg?

How does everyone feel about their manager at Cisco? I have never had worse. The engagement pulse, the 1:1 meetings are so fake. The lack of even trying to help with a question is staggering. On the recorded team meetings you hear from managemnt “if you need help with anything, reach out”, but when you reach out you get sent to someone else or you just get a “no, not possible”. There is noone else to go to, because everyone is on the same page.

who decides on the date?

Such a step backwards to no longer offer automatic email copies of our paychecks. Why in the world would this functionality be removed?

All the systems I use that Polaris has touched are worse now. Not user friendly. Takes me longer to complete simple tasks or is no longer possible.

In the past, after the survey, managers would actually share the results with the team. So how about this year’s survey? Because so far, all I’ve heard is absolutely nothing. Please share if you have heard something about the survey.

Heard customers are all talking about UOP being the dead soul. Lipsticks on the pig for those CCUS or sustainable which Trump hates. Like someone on life support

I'd be willing to bet 90%+ of people severed are thriving and happy...also, based on feedback from peers that stayed with CVX, we dodged a big bullet and got paid to do so.

Fancy Name Tags ( especially as if I invented the AI ) doesn't add ANY value to the corporation..

Shoulda popped that in the survey.

Been chatting with a recruiter friend who said he avoids former State Farm employees because too many are too toxic. I tried to get more out of him, what does that even mean, but he just shrugged and said that's his experience. What's that all about? Do we actually have a reputation?

I'm getting really tired of seeing no benefits from good results and shouldering all consequences of the opposite. When everything was great, there was no upside for employees. Yet as soon as things started to fail, the downside was layoffs. And it keeps happening.

THe timing of the Pulse survey is straight out of the deeply flawed HR playbook cooked up by MaryYoYo Chardonnay.

https://www.theregister.com/on-prem/2026/05/28/kyndryl-takes-employees-pulse-while-cutting-off-circulation-for-some/5247246

Another round of Allstate Asks where Zulfi tells us that they want to know what we think, but then they complain (and target you) if we don't give them the answers that they want.

I've been at several companies over the last 20 years, and I've been at 3M for the last ten.

I used to be able to enthusiastically say that 3M was the best place I've ever worked.

I guess that's still true, but not the 3M of today.

This place has gotten bad, and it continues to get worse.

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?

I have been at Open Text for a while, and I still can't tell if leadership has any kind of long term strategy or if we are all just responding to whatever crisis popped up most recently. My previous employer had plenty of problems, but at least they had a roadmap. Here, it feels like we are always reacting to something and never actually moving forward.

Participation is optional. Answer any, all, or none of the questions. Totally anonymous.

Pinky promise.

Dell Quarterly Employee Survey
By the 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?

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

I lifted this off Mattel's board as it was trending, I am claiming no credit but I do find it funny.

Penny’s profile image on Amplify news stories feels like she’s laughing at us.

I had to laugh.

"AI produces gains where tasks are structured, feedback is quick, and performance is measurable. It does not magically fix bad management, muddled processes, or poor judgment. "

Sooo...who is going to tell Derek Flowers?

https://thehill.com/opinion/technology/5892858-ai-workplace-divide-careers/

Any word on if there’s going to go thru with in in New England? Should be soon, the higher ups are in for a surprise if they do. A lot of good talent will be leaving from what I hear..what a joke, let’s make this like 2005 and put these managers in the spotlight and talk about their cr-p numbers that we can easily look up. I can see director and above but individual managers !? Bye bye verizon for many if this happens

is when the regulators start looking at how employers ignore honest feedback from AI.

better keep those records.

Why is it that I always get some job that I didn’t ask for and that I don’t want? Nooone ever explains to me why the job is a good next role. Has been happening for 20 years now.

What program do you use frequently that has a terrible user interface design? Our time writing system is just terrible. So many clicks and pop up windows. Very unintuitive.

A good project for a long holiday weekend would be to create FIS Bingo cards. What are the endless terms, names, even phrases that have been used to beat employees to death in meetings and emails. Or meetings that should have been emails. Go ahead, do your worst.

Does anyone else ever imagine how much better this company would be to work for if Tim Welsh would have replaced Andy?

Everything is urgent. Cost is all incompassioning. Technical engineering excellence is non existent and unimportant. Add more trackers and layers of weak yes men management.

Since when did they start making hourly employees do the KOF? I thought it was only for the salary positions.
Knowledgable others feedback

Is there a way to disable the stupid Bny default background. Having to reset our background every 20 minutes is annoying, wish they would let us at least have windows default backgrounds at least. Who the he-l wants to look at the pillars as their background.

Let the fun times begin cause it’s almost upon us. Who wants to place bets that we will see a repeat of last year with falsifying ratings so they can terminate people based on bogus performance? Then Robbie can look amazing for saving the bank millions without saying how

What was the Trust in Leadership score this time? I didn't see it in Gina's email. Did it go up or down?

What is the point of the feedback? Im so over getting harrassed about that sh-t and half the people requesting it or it assigns to you i dont even know.

Our staff meetings are a joke. A lot of words, no substance and acting like everything is great. How are your “leaders” handling your teams staff meetings, given nobody knows Dan’s master plan?

Listed SS as one of the top companies to work for. LinkedIn has SS as the best workplaces to grow. Well...there you go. We all know the truth.