Below are all the posts — topics as well as replies — that mention the hashtag #employeeengagement.
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JOMO - The Joy of Missing Out —is the ultimate leadership flex. * It’s the joy of trusting your team to take "Total Ownership" of the talent lifecycle without you in the room.
Let’s stop rewarding "presence" and start rewarding "impact."
Who’s brave enough to decline that 4:00 PM "update" meeting and trust the team to handle it? That’s the BOLD standard.
Wise words from our world class chro!!!
Sitting in AT&T's open office today. No assigned desks. Five day mandate. "Collaboration" is the official reason.
The reality: complete silence. Cold shoulders. Headphones. Everyone either annoyed or running on fumes. The only conversations happening are between people who already knew each other before they got here.
Forced proximity is not culture. It never was.
McElfresh posted about collaboration last week and got 403 likes from 130,000 employees. The open office told the truth he won't.
And for the person who always replies "see you on the commute" congratulations. You've perfectly summarized what AT&T calls culture.
Two hours of traffic. A hot desk with no name on it. Headphones in. Eyes down. And a COO posting about collaboration from a corner office while the rest of us perform presence for a badge reader.
This is what market-based culture looks like from the inside.
I see people bragging that they badge in, have a coffee and leave. That is not return to office and is in violation.
If you want to work remote, that is your choice but work remote with a different company. I go in at least 3 days, some weeks I go in all 5 days.
Shout out to the anonymous posters who give us warnings on internal decisions made by our management teams. I know that there are some trolls who try to dilute the quality posts, but when I identify the well meaning posts, I take them to heart and apply them at work, which has helped me avoid pitfalls. I hope I can do the same if I learn anything key that can help you, my fellow Wells Fargo anons!
Has anyone heard of what happened?
https://x.com/i/status/2049952933144563840
I thought moon lighting was against the bofa politics.
A recent blog post highlighted the practice of "ghostworking." This involves employees doing the bare minimum required for their jobs. Layoff anxiety and burnout are increasing among American workers. This environment makes ghostworking more appealing to disengaged employees. Empathetic leadership and strong company culture can help counter this trend.
https://hrexecutive.com/is-ghostworking-about-to-reemerge-amid-layoffs/
…after completing the GES, employees cannot go back and look at the results from previous years surveys. In fact, only Managers can access it…but only after requesting permission to do so.
I have a dream that one day we will be judged not by a badge swipe, not by a line in a presence report, but by the work we actually do.
I have a dream that we stop pretending five days in an office equals productivity, when we’ve already proven that great work happens from anywhere. That we stop forcing people into seats just to be seen, and start trusting them to deliver.
I have a dream that effort, integrity, and contribution matter more than location. That someone doing exceptional work from home is valued more than someone simply occupying a desk.
I have a dream that we end the illusion that RTO creates culture. Because culture isn’t built by commuting, by sitting in traffic, or by joining video calls from a cubicle. Culture is built by trust, respect, and giving people the flexibility to do their best work.
I have a dream that we recognize what’s actually happening. That people are burned out, that morale is down, and that forcing five days in-office isn’t fixing it, it’s causing it.
I have a dream that we stop measuring presence and start measuring performance. That we reward results, not routines.
I have a dream that the best people aren’t pushed out because they want flexibility, and that we stop pretending five-day RTO is normal when most of the world has already moved on.
Because right now, we’re clinging to a model that’s outdated, expensive, and ineffective.
So I have a dream that we move forward. That we embrace hybrid, embrace remote work, and build a company around outcomes, not optics.
Because work isn’t a place.
And the sooner we accept that, the better off everyone will be.
Like the title says. The current crop is useless. We all love to complain. So who would you want to be leading various businesses and tech? Either internal or external. For internal use the current internal role instead of their names.
IDK what this would do ... I am just dreaming here.
Did anyone notice that OptumInsight only had 5 Super Heroes awarded?
This training is always the derpiest of setups. Flowchart to see what training you do? Must be in training for 75 minutes? Nanny-culture
Our leadership may not be the best but they did pull us out of a difficult situation during Covid and have consistently helped SAP grow to even greater heights. Unfiltered has very low participation. So please participate in this survey as today is the last day. It really helps leadership make good decisions. And the leadership also saved everyone from layoffs as despite all rumors, there was no big layoff announcement. Do not forget to help SAP get to 100% trust in board. After all, we should reward our leadership for the great work they are doing despite difficult macroeconomic conditions and discontent amongst employees who do not want to work hard enough.
The next employee survey (EXI) opens up on Wednesday... just before the axe swings on Thursday, apparently. Don't let the fact get in the way that leadership doesn't really care and hasn't responded to consecutive surveys pointing to the real causes of plummeting morale... Expect more of the same sh-t... "happy talk" about employee wellness. Happy "action teams" that don't really do anything... less funding, fewer resources, more process, less agency and higher expectations...
Trying to figure out if the HR chick who timed this survey is just trolling or what.
Have a friend and former coworker that works in HR and was just assigned to a new project - from everything they've heard, Managers will begin receiving Inconsistently Meets (or worse) ratings if survey scores are down. Thy're trying to see where the boundary line should be, but its going to start close to small team leads and upward to Director. This incudes participation numbers AND overall engagement scores. Good news is that trending #s from prior surveys will be considered however i doubt that is going to help considering how messed up everything is around here!!!
Chainsaw cometh. we've been warned
No one has any faith in the employee survey. No actions are going to come from it.
Part of me doesn’t want to do it but part of me wants to be totally honest. The bad part is the way the survey is written. The questions intentionally don’t get to the actual issues. So much of it is around you and your direct manager. I have a great direct manager who is also getting sc--wed over. I don’t want them blamed for the problems.
They’re closing the HUB closest to my home. Is this happening in other areas too? I wonder if it’s because employees weren’t showing up.
Has everyone reviewed it yet and the changes
Can’t believe we’re doing this again.
"Don't leave negative comments because the message that sends is the employees aren't happy anyway might as well make them come back in 5 days a week" -an excerpt from a meeting with my manager
Leave negative comments, it pi---s them off
Where have those quarterly surveys gone I wonder?
Reading through the survey, it seems like they are trying to pay attention to morale.
Curious - what prompted this 180? Is attrition higher than they wanted? Are high performers leaving? Anyone have a pulse on the ELT?
Respectfully, why do they care if we’re happy to work here? They didn’t care last year. Seems like the new org is chugging along exactly as intended - standardization & attrition.
It feels like we've hit rock bottom.
Let’s see how this goes!!
Did everyone take their 10 minute survey and let management know how swell everything's going? Love the continous gaslighting from 1st level management to cull the remaining workforce that they could not get rid of. Lumen, the AI informers, were forced into another contract to get the NetCo sale pushed through regulatory approvals. They will use the remaining workforce, for the next 3 yrs, until they quit, die, retire or shut the lights off on themselves! Oh, and there will be layoffs along the way. They are not marketing, offering any NEW product and all of a sudden care about the "few" customers out there that really need us... yet talk about strategic abandonment based on Financials that we do not even have a grasp of yet! But let's go everybody, why are you not excited with the New GCO org and all the great things were planning? Silly Lumen, you gave away all your influenced employees with the recent sale, now your left with the seasoned veterans... let the games begin
For those who worked through the late 1990, what's one thing you're glad younger folks won't have to put up with?
I remember printing out hundreds of pages just to review a document and having to track changes by hand with a pen. The paper cuts alone were brutal. What other dinosaur era work habits are you happy died off?
Right?!
I tune in, do the least I can, stop exactly on time. Some days I do nothing. And those days are getting more frequent.
The market is rough if your skills aren't current. That's just the truth.
Let’s all be sure to tell them what we really think. I mean, surely they’re gonna care to hear from employees. Right? RIGHT??!! 😝
Work life and adulting can feel terrifying if you try to control everything, especially if you are early to middle phase in your career. Continue to do great at your role, irrespective of larger organizational challenges. Take care of your health and family. If you can, mentor a newer employee to give you a sense of legacy. After all is said and done, it is what you are remembered for that will linger.
Highly encouraging everyone to ask the real questions during these "Ask me Anything" and "Purpose Corner Lives". Even if they don't acknowledge the questions, teammates see it. It means more than you know.
There’s a noticeable disconnect between leadership and the day-to-day reality for teammates. We hear about the company’s strong performance, major personal investments, leader's new homes, and international travel. At the same time, many employees are quietly struggling to keep up with basic expenses like groceries, gas, rent, and utilities.
People want to feel that the company’s success includes them, not just something they’re told about.
RYAM held a company wide meeting on Wednesday April 15th titled “RYAM Uplift” with goal of uplifting employees hearts and minds. The meeting quickly jumped off the rails when it was clear that leadership had no plans on actually taking questions via the provided Slido app. Employees grew concerned over the poor leadership under former CEO DeLyle Bloomquist who was outwardly hostile to employees on numerous occasions. Questions around the third in a string of fires at RYAM largest facility in Jesup, GA was a hot topic as it impacted spending coming out of their annual outage. Overall sentiment among employees is that leadership is out of touch with employees at the plant levels.
Kind of eerie how slack has gone silent, meetings are canceling, parking lot is sparse and there is no work going on.
I would think it wasn’t a great idea for the new tech leaders to announce layoffs 2 months ago with no timeframe or updates since. That type of blunder alone that caused such low work output should put them on the chopping block.
Yes yes to those of you working 80 hours a week, you’re amazing. We see you. You matter.
Verizon is currently conducting time and motion studies:
Time Study: Measuring how long a technician takes to complete an install or repair (e.g., "30 minutes for a router setup").
Motion Study: Analyzing the steps or movements involved to find the most efficient way to do the work with the least amount of wasted effort.
GPS & Telematics: Tracking "dwell time" (how long a van is parked at a customer’s house) to see if the work matches the scheduled duration.
Planned vs. Actual (PVA) Reporting: Comparing how long a job should have taken versus how long it actually took.
Breadcrumb Trails: Seeing the physical route and movements of a technician to eliminate "dead miles" or inefficient routing.
Labor Standards: Setting realistic quotas for technicians so they aren't overworked, but also aren't idle.
Customer ETAs: Providing you with a "the tech will be there between 1:00 and 3:00" window based on real-time data of how long previous jobs are taking that day.
Cost Reduction: Identifying where time is being wasted—such as a technician having to return to the warehouse because they didn't have a specific part (a "motion" error).
I have been with the company for around 15 years and have yet to receive any actionable feedback or coaching. I must be a rockstar right? My assessment results have varied wildly but I have never been below VG. I am not a hipo. It is extremely frustrating to receive feedback that cannot be actioned such as your role is limiting your assessment outcome and get a new role.
People at my area, secure, with same people , picking same desk are now coming in Friday. Leave computer on over weekends, come in early Monday.
The 2 days on weekends count
Brilliant system by USBank
Earth day eh? They encourage people to to leave laptop on all day and drive to work
How many workers received VOICE SURVEY link? I am guessing only REMOTE workers received it.