#employeeengagement

Just curious

Company has joined other major corporations in implementing a mandatory 5-day return-to-office (RTO) policy, which some view as a strategy to encourage voluntary attrition essentially a "soft layoff”.

Recent reports suggest that the number of employees choosing to leave following this mandate has been lower than expected, leading the company to evaluate additional measures for workforce reduction. These potential "other options" may include involuntary separations, employee engagement responses, or "hard layoffs." While the company continues to monitor office attendance as part of performance reviews, there are currently no specific details on which business units will be impacted or the exact timing of further restructuring.

#RTO #Workplace #Career #CorporateLife #MandatoryRTO #CompanyCulture #QuietFiring #SoftLayoffs #EmployeeEngagement #WorkLifeBalance

so sick of every tom, di-k and harry reminding us to complete it, been here 20 plus years and never had anything good happen from that stupid survey
another waste of time

funny how hard they would push them and now they've been quiet about it for almost a full year

Prediction: An executive posts from the World Cup. “The energy here is unreal — this is why in-person matters.” Forty-eight hours later, a calendar invite lands on a teammate’s screen. HR. No agenda. The post has 347 likes and counting.

I joined last year, I am kind of surprised the there is so much pride associates have to stick around in company for 20-25-20-25-30-35-40 years!

In my first 6 months, when I met somebody or when they were introduced, there was no mention of their achievements, work or success or role .. it was always .. achievement is "she/he has been here for 10-15-20-25-20-25-30-35-40 years" lot of them are in the same role or team for at least 10 years!

It's been so helpful when managers explain processes in this debacle. It's a risk for them to do so, but it is much appreciated. The struggle here is real, your perspective is invaluable.

This site is a potential gold mine for management, assuming they genuinely care about understanding what employees are thinking. Reading this board gives a pretty clear view of what is happening inside the organization, though I could be wrong.

Management should identify the main themes being discussed on Layoff.com and measure engagement around them, then do the same on LinkedIn. Combining those two data points would likely provide a much more accurate picture of what is happening on the ground.

The board should require executives to do this instead of relying on sanitized surveys that get massaged beyond recognition.

Food for thought.

It's been interesting seeing where these newly hired people are located.

Nike increased women in VP+ roles from 39% to 45% and minorities at Director+ level from 26% to 36% between 2021 and 2025. Considering how few senior leader roles open up each year, that’s a big change in a short time. Has the company become stronger because of it? Would Nike be in an even worse position if it hadn’t invested in DEI?

Let's see how deep we go today

Managers don't care about their teams, they just assign work at the last minute and nitpick every little thing. Employee engagement is basically nonexistent, and we've got layers of middle managers who contribute nothing. The disconnect between our teams in different regions is huge, and nobody seems interested in fixing it. They send out surveys asking for feedback, but nothing ever changes, and the town halls are just performative. Then there are layoffs. I don't know a single person who's actually happy working here. Some people are comfortable, sure, but happy? No.

I know all the negatives, but I can't think of a single positive.

Amid the whole RTO mess and morale being as low as I can remember, we are named one of the best companies for culture in the country. It would be funny if it wasn't so sad. We're 19th, in case you were wondering.

https://www.forbes.com/lists/employers-culture/

Those LRed, would be blocked and wouldn’t be allowed to join.

If you participate, share your summary for others who would be blocked.

Looks like employees manager level and below will have to start logging their activities for a “time study.”

Well, just wondering what else folks think..

Jack_Attack! has like zero charisma.. Like 0. After a few meetings seems like we hired a dud, like dud dud. Anyone else have thoughts? I just don't feel any enthusiasm or like this guy could usher everyone into a life raft on a sinking ship if his life depended on it.

At least re-Joyce loved Schitzcreek! <---- but she was still a cheerleader, and a dud.

My group hit rock bottom and we keep digging.

I don't think I could care less about work if I tried. Which is sad, because I was one of the highest performers on my team.

One of the panelists (an upper manager for another group in a suit and tie) told all of us “this is a pretty cool place to work for. This is pretty cool.” I responded “yes-if I was making your money I would say the same thing.” People laughed and so did he. We shall see.

What's everyone's thoughts on being pushed to participate in Copilot usage programs? Seems like we are being asked to train the AI before the next RIF while being offered "space exploration stickers for our logbooks" for our participation. I am not kidding.

I realized there is no reward for trying hard. Arriving early and going home late is not noticed. Extra hours and effort aren’t noticed. Still trying so hard. There is no recognition or awareness of all you do. At best they will say something nice but they won’t give you a bonus or promote you. Just do the minimum and stop trying so hard. If they don’t reward it why do it?

Only for non union. Thoughts? They don’t care about us?

To Everyone at AT&T —
Let’s be real: the work you do doesn’t always get the credit it deserves. But when a first responder radios for backup, when a kid submits a college application from his phone because it’s the only device he has, when a family connects across the country on a holiday — that happens because of you. That’s not a small thing. That’s the whole thing.
AT&T has lasted this long because it keeps finding people who actually give a damn. You’re those people.
And you get to do it in Dallas — a city that, like this company, doesn’t apologize for its ambition. Great food, real people, a skyline that earns its keep. There’s a reason headquarters landed here.
The road ahead is real work. But so is the team beside you, and so is the investment this company is making in your future — not as a talking point, but as an actual commitment.
Now go make something happen today. Millions of people are counting on the connection only you can provide

No energy. No details.
Just work faster and harder.

Employer: We are begging you please complete survey.

Me: 🖕

Whenever this years anonymous survey comes out, let’s be honest and give bad ratings, no more good ratings just for sake of it

there is a quick catch up event on our calendar

organizer is the chapter lead with everyone in the team

when will this fu--ing thing be over??

What do u think after the last town hall?

We all know they aren't anonymous.
NOT doing them hurts mgmt more than doing them and giving negative reviews.
NOT doing them en masses makes a bigger dent than doing them and complaining.

What did we think of Meg this time round?

What’s your take on Lattice? Up until two years ago, we had a standard employee engagement survey. But in 2024, the feedback on management was so negative that leadership decided to pause it for a year. Now they’ve reintroduced things under the banner of Lattice—complete with self-evaluations and quarterly goal-setting. Are we digging our own graves?

How soon after day 1 will Honeywell Aerospace do a VOE?

How many of yall actually answer truthfully? Do they really know who submits each survey?

Got an email earlier this week about Macys unionizing. There’s a website and an IG page. What does everyone think about this?

https://unionizemacys.com/?utm_medium=insta&utm_source=ig&utm_content=link_in_bio

Any insight? Discussing a role.

I love coming to the office to see everyone (including me) play on their phones.

A number of HR companies are turning toward AI that applies sentiment analysis to employee surveys.

https://www.theatlantic.com/culture/2026/05/worker-surveillance-emotion-ai/687029/?gift=xFHwB96eiHLjRHiwv84DJGI4m7kA5QUxMmyoB3T8OlU