I highly recommend to fill out the CES that was sent out and make sure to put in comments. I am not sure how much ELT will care about these, but they at least get shared out in meetings with results and that has some importance.
20 replies (most recent on top)
As of yesterday morning, OPS division was only at 60% participation. Not sure about other areas though.
@1m5 I filled mine out and aimed all my shots at ELT and higher level management. I figure they won't read any of those comments anyway, but still felt like I needed to put in writing how awful a job they are doing. For scoring I gave high marks for TL/DL, and burnt everything else to the ground that was above the department level. It needs to be clear as day that there is a major divide between the people who do the work VS the out of touch people making the horrible decisions.
Curious how many of you filled this out and left comments. I did mine this afternoon but am thinking of deleting all of my comments and possibly the whole thing. A lot of my team made out surprisingly well or joined the firm after ER and I’m a little afraid I’ll stand out.
@jp is there one good thing that came out of E.R.? It doesn't seem to have slowed the pace of continuous reorganizations and upheaval. It doesn't seem to have reduced bloat. It doesn't seem to have increased efficiency or reduced risk or added any kind of value to the branches or clients. How's the client chair feeling about ER?
I don't trust it to be truly anonymous and don't trust them to take feedback honestly, even if it was.
@s0 agree. If you're too scared to stand up for yourself in a survey, dont take it..do not, under any circumstance, lie in the scoring thinking it will save you from the chop block. It won't!
Don't lie on them or they'll provide lip service and corporate spin about how much they've improved. They already try to as it is. Don't give them what they want (data that shows they're doing a good job and improving).
Light them up if you feel that way about a question. If you scared of retaliation, then mark everything as Neutral at best.
The last person in the world that should get credit for any fake uptrend in the colleague experience in SM.
@g4 Yep. E.R was/is one of the greatest trainwrecks ever rolled out. Nobody has fallen on the sword either for all the fumbling that has happened. Instead, the very people who led it and have failed, now have more power and zero accountability. Failing upward is our new moto
@g7 Kj’s “area” is a lot of the same past employees who worked in it. She may not have “lead it”, but it existed. The poster saying KJs area is just clarifying the same team doesn’t care. Didn’t care. Won’t care. Swept it under the rug. Will sweep it again this year while paying to win place to work hogwash surveys.
@cj This is the way haha! They want to jam this AI slop down our throats and use it for all their cheesy communications, here ya go! Right back at ya! Bots communicating with bots is the future of EDJ according to them! No independent thoughts, no reading comprehension, no human connection, just BS AI jargon being passed between 2 groups of people who pretend to care, but are just in it for the next paycheck/bonus. Good job ELT, great culture you have created you low IQ mo--ns!
I had Co-Pilot fill out mine.
@OP I think there are 2 options to go with. 1.) Dont take it and have it be the lowest participation ever. 2.) Rake them over the coals on the ratings and keep the comments as professional and detailed as possible.
Concerns with being fired for scoring too low? I would have been fired by now at least 12 times if that was a thing. TLs I think know which associates have taken the survey and if your writing style matches your personality, they can maybe figure out who said what. All of the negative feedback needs to aimed at anyone above DL. That is where the problems start and it goes all the way up the ladder to PP and ELT. Will anything change for the better? Nope. Will things get worse? Yep. But, these fragile ego psychopaths needs a reality check to see that 80% of the company hates them right now.
Being honest will get you out on a list. Don’t take it
@b1 Nothing you do on your work laptop is “anonymous” kind of common sense, but no leader knows who said what. Those with small teams don’t even get specific results.
No way! It’s not anonymous- a past leader spilled the beans once by saying “we don’t have the survey back from x-x or x-x”. Ummm… what? How do you know that if it’s anonymous? They admitted it’s not. Never completed one again.
I have the opposite opinion on these worthless surveys… after 20ish years of filling them out and seeing nothing change, I refuse to fill them out at all.
Saying nothing sends a stronger message than airing your grievances, which they ALWAYS know who wrote what. I learned that a couple years ago when a response I wrote was brought up in group discussion and all the leaders looked directly at me.
@ab I agree. The more scathing and specific you can be in your comments, the harder it is for others to ignore them.
Plus, it’s a little cathartic.
Went through and left comments on each one. Crazy that my answers used to be strongly agree for some of these and they are now strongly disagree.
Another recommendation is to be specific in your comments. As a manager, comments generally bring more scrutiny to a senior manager or higher than just a score.