#employeeengagement

Meanwhile, Elon:

Elon Musk: There are no lords and peasants at Tesla. Everyone eats at the same table.

“I actually know the people on the line, because I worked on the line, I walked the line, I slept in the factory, and I worked beside them. So, I'm no stranger to them.

There are many people at Tesla who have gone from working on the line to being in senior management. There are no lords and peasants. Everyone eats at the same table. Everyone parks in the same parking lot.

At GM, there's a special elevator only for senior executives. We have no such thing at Tesla.

We give everyone stock options. Many people who are just working the line, who didn't even know what stocks were, we've made them millionaires.

And I just want to say that I'm incredibly appreciative of those who build the cars, and they know it.”

New York Times DealBook Summit, 2023

Layoffs not totally surprising. The dead silence from any level of leadership is the more telling aspect. This round immediately after the close of the voice of the employee surveys!

How many are actually giving the bad feedback in your pulse surveys? Are you giving the real, or just leaving the boxes open?

15 Signs Your Company Stopped Investing in You

You'll see 8. Your boss won't mention any.

You haven't been told.

The behavior changed anyway.

Here's what to watch for:

1. Your career conversation stopped being scheduled.
   ↳ What isn't scheduled isn't happening.

2. Your boss stopped asking what you want to learn.
   ↳ The question follows the investment. Both stopped.

3. Cross-functional projects stopped coming to you.
   ↳ The invitations dried up because the plan did.

4. You're not in the budget planning conversations.
   ↳ The invite list shows who matters upstairs.

5. Your review stopped including growth language.
   ↳ "Meets expectations" is a quiet decision.

6. Your one-on-ones got shorter and less frequent.
   ↳ Time spent is a signal you can measure.

7. You get steady work. Your peer gets the launch.
   ↳ Stretch goes to who they're still investing in.

8. The training budget went to your direct report.
   ↳ The bet shifted. Nobody told you.

9. New hires are being mentored by your peers.
   ↳ Mentorship signals who still has runway here.

10. The capex you proposed went to your peer.
    ↳ Development capital follows people, not roles.

11. Your boss stopped introducing you upward.
    ↳ Sponsorship is the resource that runs out first.

12. Your skip-level got canceled twice in a row.
    ↳ The cancellations are the message.

13. Your conferences got cut to local only.
    ↳ Travel budgets are a clean signal of priority.

14. Your development budget got smaller.
    ↳ Some budgets don't get cut. They just vanish.

15. You're reading this and recognizing 8 of them.
    ↳ The pattern has been speaking for months.

https://scorecard.plantmanagerblueprint.com/

Looks like Voyix is rolling out a skills assessment starting Jun 16. They emphasize this is not a test, yet it's conducted through HackerRank which is described as "the market-leading coding test and interview solution for hiring developers".

Did they change how it’s tracked? Before I recall them just caring about the 8 week average, do they care about weekly average now?

If I go all 5 days this week, and next week I go in once, wouldn’t my weekly average be 3? Or do I need to go in 3 times a week to avoid any complaints or issues?

One thing this place is doing right is double matching charitable contributions for Founders week. If you’re able and willing, this is the perfect time to make a donation and have every $1 become $3 to the organization you donate to.

Anyone seen this on Workday under your Overview section? Did they send out any emails that I may have missed?

Says it’s not mandatory but “encouraged.” Translation: do it anyway

AI/ML Engineers, Technical Managers, Architects, Reliability Engineers, Operations Engineers, Quality Engineers, Software Engineers, Data Engineers, Dev Ops, IT, Etc

Tired of wearing more and more hats instead of the company hiring more resources and constant threat of layoffs? We can no longer voice our opinions. Survey, feedbacks, Townhalls are all BS

End white collar slavery and improve quality of life.

https://cwa-union.org/

Does anyone else think it’s odd that there was a survey question about how long you intend to work with Verizon….

Almost like the survey isn’t anonymous.

Sense my sarcasm

How low can it go further? Pulse survey at this time?

On its way Monday 15th June. Let’s all tell Jenny & Rahuuul what a brilliant job they’re doing with their world-class company. Nah, just mention ‘any chance of a pay rise’ in very comment box and advise any potential new joiners to run a mile!!

Normally people 'stick' w/ company max seven years. It is rare to see the majority of them with ONE company for more than 30+ years! It always makes me wonder how 'relevant' they are compared to outside work force. First time I have seen/witness a company with many veterans. Back in the old days, it was bad/negative if resume shows "job hopping" , or working for name brand established companies. This generation is looking for 'fresh ideas' 'out of the box' ...Who moved my cheese

You wouldn't believe how many talented people are stuck here doing nothing useful because management won't get out of their own way. They constantly override the people who actually understand the details and then act surprised when nothing works right. After a while, even the best folks just stop caring and go into survival mode because what's the point of trying anymore?

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Humana uses forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

I notice the new Pulse survey asks how long you intent to keep working at Verizon for, with no option to put 'until I'm RIF'd'.

Do they seriously think we'll indicate our intent to leave, so they can bank on natural attrition to do Dan's dirty work for them? They're making Verizon such an awful place to work, I imagine a lot of people are actively looking for alternative employment, but why would we share that info with them? I know I won't, and I'm actively looking for a new job.

Did you do yours?

Did you guys complete it ?

I don't understand this ever-increasing corporate need to make us all miserable. Being invested would surely make us more creative and productive. But nah. Instead, make us hate our jobs, our managers, and the company. I absolutely don't care about team dynamics or outcomes. I don't care if I have this job tomorrow. So I have no skin in the game. And I'm dedicated accordingly.

"Fortune Media and the research firm Great Place To Work have named Five9 to the 2026 Fortune Best Workplaces in the Bay Area list. The designation recognizes the cloud contact center software company for its workplace culture and employee experience standards within the San Francisco Bay Area region."

https://www.stocktitan.net/news/FIVN/fortune-media-and-great-place-to-work-name-five9-to-2026-fortune-2aprz99rp0sl.html

Likely to move? Not moving? Share your answers!

• The culture within the technology organization has deteriorated significantly under the current CTO's leadership.
• Interactions with senior leadership are often characterized by criticism, public reprimands, and communication that many employees perceive as demeaning or disrespectful.
• Fear and job insecurity appear to be used as management tools, creating an environment where employees are more focused on avoiding mistakes than on innovation, collaboration, or long-term improvements.
• Psychological safety has declined. Employees are increasingly reluctant to challenge decisions, raise concerns, or share differing viewpoints.
• Morale has suffered, and many experienced employees have become disengaged or are considering opportunities elsewhere.

This represents a notable departure from the leadership style and culture that existed under previous technology executives, who generally fostered accountability while maintaining professionalism and respect.

Morale was already down, and now we can add to that feeling completely disposable. Knowing some of the people who were laid off, it's clear nothing we do, no matter how good or knowledgeable we are will save us. How are we supposed to deal with that and continue working like everything is the same?

I’m trying to wrap my head around the fact that our new purpose slogans are all these military esq phrases “take the hill” “run together” etc. who told them these were inspiring phrases that were going to get us all excited about our purpose?

And I work in Robinson where leaders have to say “glad to be here” in meetings The morale at my plant is the absolute worst I have ever seen it in my career!!!!!! What is happening to this company? Glad to be here, take the hill, run together. What’s next?

I have worked here for over two decades and this is one of the more frustrating periods I have seen. The actual workload is manageable, but the constant politics between departments and leadership make the day feel heavier than it needs to be. We're spending more time avoiding conflict than solving problems. Most of the conversations are tense and few are comfortable speaking openly anymore. A few coworkers who used to be very engaged now barely participate unless they have to. It's exhausting, and for all the wrong reasons.

They expect you to eat, sleep, and breathe work. If you're willing to give up your evenings, your weekends, and any semblance of a personal life, you'll probably do fine. If you want to see your family or have hobbies, good luck. Is this a Cisco-wide issue? I was thinking of applying internally, but I don't want to end up in a same environment.

What a load of sh!t this all is. You don’t care about any of us. If you did you would have respected our survey feedback last year. People want flexibility, none of the other BS does anything for anyone.

What’s up with these events today like they have been a long time tradition? What’s the point of hyping these irrelevant events? What the he-l is a swoosh cup? Is there anything more irrelevant than a Nike Mile? Perhaps they trying to cover up the fact how fun JDI days used to be?

Are people actually going to JDI day or do some people use it as a day off? I really don’t have that much interest in going, and I think my team is kinda doing whatever. Wondering if it’s abnormal to not partake or how people approach JDI day especially considering where the company is at. I’d rather have saved the money of JDI day and split the cost up as a bonus between everyone lol

Please provide what was discussed. Not all Wellmed folks were invited . Managers are nowhere to be found and my whole team is having computer issues.

Stank tried to spin the metric that 79% of the employees that did respond felt committed and engaged and used that number as support for his policies. He did not share the next metric that if only 79% of those who responded felt engaged/committed, then it is a easy assumption to make that really only about 60% of the total work force felt committed and engaged.
Remember, the C-Suite will ignore the responses that do not support their ideology and strategy, and outright lie about what the employees really feel is important.
499/600 and 875/900 are the real survey numbers.

Would like to hear from any non-ELT GP on here. I assume those remaining support the culture changes. Do you? Is there something we aren’t getting?

Honestly curious.

I absolutely loved todays call and how Xeroids have to be coached on basic concepts as if they are something"New" to drive toward goals and functionality that Lexmark had already been performing and achieved over a decade ago.

SMH - I seriously don't know how a 120 year old company allowed it's workforce to be taken over by employees that just set on their hands collecting pay checks instead of driving these basic practices.

Is there any truth behind a mid year focus on impacting remote employees? I heard there is but can’t comprehend how we can continue to lose people while the scope of work increases. ODW isn’t helping with workload (at least yet) and using AI only provides a temporary security blanket to speed some things up (while quality goes down).

I've been doing this work for a very, very long time, and the best managers I ever had were the ones who listened more than they talked. They cared about their people and helped us succeed. These days, it's all talk and no substance. I don't even bother with all hands meetings anymore because there's never any real information or direction.