#recognition

So many posts about EIA snub and no recognition highlighting individual accomplishments with EIA.

An EIA IMHO stands for excelling individual, yet if you win something and instead just receive "great job team" it tells you how Chennai connection or being in Bangalore-ham is what will make you be recognized.

A person with 5 yr anniversary gets all the accolades while the one who is celebrating 10 yr anniversary doesn't get nothing, coz they're not from the same region.

This culture is what drives toxic corporate politics in every team I have been part of since 6 years.

Last winter two people in my team received EIA, both received detailed individual details on what they did.

This year two people in my team received EIA but this time, the comment they received was "great job team". All because they're not in same location as rest of the team.

So that's clearly a sign of managers playing favourites, purposely not choosing to highlight individual accomplishments.

In short, the associates who received EIA this year, would have mixed feelings about it as EIA comments go in towards year end review. So with nothing to show for, it's obvious how sick these things are.

Only Bangalore-ham or Chennai connection is what gets you recognized.

Thank you for contributing to our success ! (and by “our” I mean…well, if u know u know)

I do not know why should I be surprised to see same a$$ kissers in receiving EIA.

Sick to my stomach, after yet another year / quarter where the efforts are not recognized or appreciated.

And no surprises where only the pets in the same location getting all the recognition.

Call me narcissist or petty, but no denying now that all the posts I saw about how managers have their own pets who get all the recognition were true.

What are people hitting quota wise to go to club this year?

What's going on with mangers suddenly no longer providing any recognition even when you do extra work that's not even yours? My boss sent a "thumbs up" emoji on a Slack message last Thursday, and that's the closest I've gotten to a thank you since last year.

The senior leadership in the U.S., particularly the VPs, routinely take credit for the work done by their Indian directors and senior directors. These VPs claim full ownership of projects that their Indian counterparts have actually planned and executed, with no acknowledgment of their efforts.
The VPs have no real understanding of how to effectively execute projects with resources in India and are completely dependent on their Indian directors and senior directors. Despite this reliance, they fail to give the credit where it's due, continuously taking the limelight for work they didn't do. The Indian leaders, who have built strong relationships with their counterparts and teams in India, know how to get the job done efficiently. The VPs, on the other hand, lack the necessary expertise and often sit back while others handle the real work.
Adding insult to injury, the VPs undermine their own directors and senior directors by pretending to be supportive of the India teams. They put on a show, claiming to protect these teams from exploitation, like avoiding late-night meetings, but in reality, they are the ones fostering a toxic environment where credit is stolen, and recognition is denied.
The directors and senior managers are too afraid to speak up, fearing retaliation or career damage. As a result, the VPs continue to bask in the glory of others' hard work, while the real contributors remain unnoticed and unappreciated.
This toxic culture of credit theft and the undermining of competent leadership is a long-standing issue that severely damages morale and fosters an environment of fear. If you’re considering a position here, be aware that your hard work will likely be stolen by those higher up the chain with no recognition for you.
Bottom Line: Look elsewhere if you want a workplace where your contributions are valued and credited, and where real leadership is respected.

We have recognition programs, but they don’t seem tied to actual contributions. Some people get highlighted constantly while others doing similar work don’t get mentioned at all. I know I'm not the only one who's noticed the inconsistency. Talk about a morale ki-ler.

I'm doing so much work that isn't in my job description because nobody else will do it. These tasks are essential but completely invisible to management. They just accumulate and no one acknowledges them. I'm so, so tired of this being the expectation.

The execs are horsesh-t. They can make a decision but they can’t stand by it. They have no ba--s when they make a mistake and refuse to take ownership. Then they pay gazillions to consultants to make decisions for them. They aren’t worth a tenth of their salary if all they do is transfer that responsibility. The result is us worker bees working triple hours while not being recognized. The execs are wirthlesss.

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Theyre practically non existent these days.....were managers told to no longer give them?

The points do add up for some decent things so im sure thats why theyve been mostly taken away now.

And Mark Barrenechea is back!

Happy April Fools Day!

I made best of belk this time! I get an extra 10% off and a secret lunch with the store manager at The Golden Corral! Those people who didn’t make best of belk can kiss my butt! I am somebody, I knew this day would come!!!

Hey, here’s an idea! How about we stop giving the pinnacle award to the same people year after year?! This is a massive expense for the company just to send the same people on a weeklong vacation every year.. and it’s terrible for morale. Why are they not checking the reports for previous years to see who has already received this? At the very least they should have a five-year waiting period before they could be nominated again… but to send them just about every single year is very frustrating, incredibly unfair, and lazy on the part of senior leadership responsible for selecting the pinnacle winners.

I just watched someone present the project I've been leading for months as if they did all the work. No mention of me, no acknowledgment, just their name on my effort. This isn't the first time either. I'm so tired of watching other people build their reputations off what I actually do.

What do you think guys, did we deserve that?

Great job everyone! As a retired Macy's IT worker, it is great to see Tony Spring take the reins and show incredible sales results. Such a pleasure not to fear sales reporting.

As a team, you all deserve recognition. Yes, many changes- retail is ever changing, especially in the environment we are currently in.
Macy's did a great job navigating the change, great execution in planning as well.

Here's wishing you all a successful 2026,!

Makes me sick go go on LinkedIn .... and seeing sad-sack Verizon RIF victims “open to work” and not even able to get a G D interview …. intertwined with Verizon execs “Proud to have achieved Diamond Club in the 2025 Verizon Business Group Recognition Program” “Verizon is so good to me” “ Honored and thankful to be a 2025 Diamond 💎 Club Award winner with Verizon Business 🙌” ugh. Just ugh. Would be nice to have a g d job k thx.

Are the recipes from this week’s anniversary recognition events available? I want to make a batch of cookies for family this weekend.

Team,

I’m excited to share an update on this year’s President’s Club recognition.

President’s Club celebrates the teammates who delivered the strongest revenue-impacting results across Optimum in 2025. These individuals represent the very best of our performance culture and embody what it means to deliver for our customers and our business.

As previously announced, and in support of aligning our resources with our enterprise priorities, we will not be hosting a President’s Club trip this year. That said, we want to ensure these achievements are celebrated in a meaningful way. For 2025, President’s Club winners will receive:

A monetary award
A commemorative President’s Club trophy
A President’s Club jacket

Winners will be notified tomorrow, and we look forward to recognizing their accomplishments.

While President’s Club highlights our top performers, our progress as a company is driven by the collective work happening across the organization every day. Supporting customers, solving problems, strengthening relationships, and driving results all contribute to our momentum as ONE Optimum.

Thank you for everything you do and for the commitment you bring to our customers and teams every day.

Colleen

Employee Appreciation Day was today (Friday 3/6) in case you missed it. Did you guys get an email from a manager today that wasn't hollow or generic as the AI that wrote it?

Anyone actually feel appreciated?

Actions speak louder than words....save the umpteen emails.

It’s striking how the true heartbeat of many companies the frontline workers in blue-collar roles rarely voices complaints about lack of recognition. Yet those in office based positions often amplify their own grievances about feeling undervalued or disrespected. The irony is clear: genuine appreciation is seldom extended where it’s most earned, to the individuals whose hands-on labor keeps operations running.
If the company strips layers and non-essential overhead, the organization would likely continue to function, and often thrive thanks to the quiet, relentless efficiency of those boots on the ground employees. Their backbreaking, essential work persists without fanfare, without viral complaints on forums, and without demands for constant validation. In contrast, the productivity of many keyboard bound roles is far more replaceable than the tangible output delivered by those who actually build, maintain, and deliver the company’s core value.
True organizational resilience isn’t found in boardrooms or spreadsheets it’s forged in the field, by people who show up, do the hard work, and let results speak for themselves.

Every single winner of this award has derailed their team project in one way or another. They don't have knowledge or skills and don't know what they are doing. I've never met one that's inteIIigent. They just know how to fake their way through the work day. And Truist never questions who really does the work behind the scenes. I would be ashamed to get this award.

Why aren't we complaining about the laughable 401K match or the limited medical coverage? CDW could contribute $10K to our 401k's today and that would mean more to me than a few days of vacation pay when I leave, or beef up the medical or just give reasonable cola increases? 3% isn't close to actual anything when our base pay isn't even average ---so maybe we should focus on overall benefits that would be incentives to stay.
Calling them merit raises is insulting to people who work hard for this company and get little recognition, but we always seem to find the big money to pay those directors and vp's . Cut the exec pay and use it to pay the people who do the work, then we could have less need for layoffs

If Waters can afford a lavish Vegas meeting for the sales team, why can't the company provide similar recognition for the scientists, engineers, and staff driving our innovation?

No company is perfect.

But as a customer of Progressive for 26 years.

This is what sets them apart.

Excellent customer service overall, and recognition of tenured customers (clients).

Their website is excellent for customers also, my home; and auto policies; are both there.

If, and when; I need to call them; and need to speak to a live person; I am immediately bumped to the front of the line.

They also take care of my policy in regards to overall cost.

Not sure how State Farm does things, but wanted to mention.

From N&O:
“SAS Institute in Cary at No. 556”

Congratulations!

For years...

No Raises.
No Promotions.
Increased health costs.
No recognition.

They could afford to take care of their people better!

I’m ready to know when what actual bonus's are and if anyone won awards for 2025

Sometimes you put weeks into a project, it launches, and your contribution doesn’t get a single mention. It’s frustrating seeing your effort vanish like that, but it’s almost laughable how often it happens around here.

Ah, the time of year where the company creates this jealousy & favoritism vibe with peak awards, many folks in my org who got it marginally deserve, but others who work tireless hours got not even a nomination…i flirted with jealousy and feeling some type of way til i was reminder many of those who got laid off were peak/winners circle, etc award winners, so in the end, does it matter?

Summary of the UK Employment Rights Act 2025

In Relation to Union Recognition at Dell UK

The Employment Rights Act 2025 introduces significant reforms to UK trade union law, making it easier for unions to achieve statutory recognition through the Central Arbitration Committee (CAC).

For employees at Dell UK, the key changes relevant to union recognition are as follows:

1. Lower Threshold to Trigger the Recognition Process

Previously, a union was required to demonstrate at least 10% membership within a proposed bargaining unit and show evidence that a majority of employees were likely to support recognition.

Under the 2025 reforms, the minimum membership threshold has been reduced (subject to final regulations), and the requirement to demonstrate likely majority support before a ballot has been removed or substantially simplified. This lowers the barrier for a union to formally apply for recognition.

1. Simpler Ballot Requirements

Under earlier legislation, a recognition ballot required:
• A majority of votes cast in favour, and
• At least 40% of the entire bargaining unit to vote “yes.”

The Employment Rights Act 2025 removes the 40% threshold. Recognition now requires only a simple majority of votes cast in the ballot.

This change makes successful recognition more achievable where there is clear employee support.

1. Recognition Without a Ballot

If more than 50% of workers in the proposed bargaining unit are union members, the CAC may grant recognition without holding a ballot. This provision remains in place.

1. Stronger Union Access and Organising Rights

The Act strengthens union access rights, including improved ability to communicate with employees and greater workplace access for organising purposes. This may increase union engagement activity within organisations such as Dell UK.

⸻

Overall, the Employment Rights Act 2025 represents a significant shift in UK industrial relations law. It reduces procedural barriers and makes statutory union recognition more accessible where employees demonstrate sufficient support.

The full link to this legislation will be available on our Union information website as soon as it goes live in the coming weeks.

From Autumn 2026, under the Employment Rights Act 2025, we will be able to actively promote union membership and organising activity onsite at Dell UK offices in partnership with our recognised Trade Unions.

We ask all Dell workers to remain patient and stay engaged. The direction of UK employment legislation is strengthening workers’ rights and improving access to fair union recognition processes.

We will provide further updates as soon as the relevant provisions come fully into force.

⸻

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Good job, marketing and whoever approved the latest commercial. People hate AI slop so much that making a CGI commercial while directly taking on Coca Cola is the easiest win we've had in a long while. It's been a while since I've seen so much positive chatter online about Pepsi. Good job, whoever was responsible for this.

It really makes me mad that you have some PepsiCo employees who work really hard, get no recognition and/or they get laid off. Then you have those PepsiCo employees who are constantly on their cell phones, Facebook, etc. Get off your phones/Facebook people!! You’re being paid to do a job not to express your political opinions, etc., during work hours!!!

After seeing it happen to so many dedicated people around me, I'm really questioning the whole point. You watch colleagues who got top reviews and decent raises one year get let go the next. It makes you wonder if going above and beyond actually protects you, or if it just makes you a more expensive line item. I’m starting to think the smart move is to do good work, but keep your energy and best ideas for your own life outside of here.

Is it just me, or does it feel like you have to be the loudest person in every meeting to get noticed around here? I keep my head down, hit all my goals, and still feel invisible compared to the people who just talk the most. I really shouldn't have to broadcast every single thing I do just for a bit of recognition from management. It gets exhausting playing that game all the time.

Waters come in 75th on the happy place to work list and that's only in Boston.in ireland it didn't even make the list.