#feedback

This latest request to fill out a form in preparation for a town hall at the branch level is a classic example of a "disconnect" in leadership. After two years of managing a team, a leader is expected to have moved beyond surface-level resumes and into an understanding of their team’s specific strengths, career aspirations, and personalities. When a manager asks for a bio this late in the game, it signals that the recognition might be performative and just a check box that she did it.
We now know we are just a set of bullet points and that she is more concerned with the optics of the meeting than the reality of our team’s work.

They don't seem like the type that gets offended easily, and seem to encourage some feedback. That's rare. However, I haven't been with the team long enough to be sure if it's genuine or just posturing. I don't want to ruin the relationship, but we've lost a couple of people over the past six months, and the workload is so uneven that many of us have to do overtime, even though that could have been avoided with better management.

Lots of projects are made stagnant with word "No New initiatives" or approvals required.
These projects are the major targets for upcoming layoffs

Whatever happened to the company survey with the results that bad that they didn’t even share it with anybody

Buckle up, it’s coming. And the chosen few will get lower ratings to destroy their bonus amounts too.

Do you think they can ever bring back to me once great family sport of State Farm?

The Working better, together Amplify article has been out for three weeks and has 6 total likes. I wonder if anyone making these decisions takes note of how wildly unpopular the new policies are. Does anyone know who really pushed for this policy? Anybody part of those meetings?

Why? No one is masochist forever, right?

What were the ratings exceeds, meets and what else?

There are more employees across clinical and business operations leaving, most recently there has been many exits from HR.

One of the common themes during exit interviews is the lack of trust due to the the $30 million settlement award against Integris due to the cyber incident in Q4 of 2023.

Our Information Security department was turned into a paper factory due to the bad hire of VP CISO Stacy Stika. Stacy Stika has been given absolute decision-power over technical defenses, yet she have never built a system, cannot read code, and fundamentally does not understand how attacks work. What she does understand is spending time investing in media attention grabs such as submitting her own nomination backed by her friends to the Becker's Hospital Review. Becker's should have verified Stacy Stika could walk through, in technical detail, how she would contain a ransomware attack that bypassed endpoint protection AND was has no negligent breaches linked to her name.

Stacy's leadership has done the following since her arrival:

• Increased stress of clinicians due to mixed messages of security
• Institutionalized Dishonesty
• Taken the focus from care of those most vulnerable

We are tired of of the security glitches slowing us down. We have provided feedback however the people we provided this feedback to are no longer with the company. The Deputy CISO who fixed the problems from the 2023 hack left. We have frustrated clinicians who are the backbone of Integris leaving.

This is how 'layoffs' work here, leadership is restructuring healthcare services which is causing clinical staff turnover with no backfill. Also people are fired after the Glint my voice survey which claims anonymous feedback. If one is not fired for honest employee survey reviews then retaliation begins until the target quits. Worst of all, hiring in IT has more than tripled.

was in outlets and Nike stores during holiday shopping with family. And they all had tons of AJs, AFs, Dunks and other classic styles by the tons and in deep discounts.
After this effort by Nike, I don't think that anyone with correct mindset will pay outrageous and bloated Nike Classic products in the future.
JD and Nike management couldn't stand resellers and tried to get rid of them. They couldn't stand the fact that anyone was making money off their product. Well they succeeded!! Because no one will touch it!! Nike Classics RIP, you are dead and buried.

Nike management in their infinite wisdom tried to ki-l all the roaches but ended up burning down the whole farm. LOL what a joke.

I have talked to few of the resellers and afficionados that I know and they are all out of the business. And they are so burned, they will not touch Nike products with 10 foot pole.

Just submitted my charitable donation matching request to Fidelity Foundation and happy to see my humble donation to my cause was tripled! Yes, Fidelity match 200% of your charitable donation.

2025 was a good year for me, a foot soldier who worked honestly as always and was rewarded fairly by Fidelity. I wish those middle managements who leech off my work and those coasters who steal their salary from Fidelity be cut off in 2026, so Fidelity becomes a even better work place!

In summary: Useless technique, lots of bugs, but expensive.

For example, it was shown that QET7100 has lots of issues. Xiaomi recalled years ago. Samsung stopped using envelope trackers in any of its phone.

Why is Apple still buying this sh-t?

Monolithic
Monopoly
Copper Wire and Rotary Phone
Rip You Off
Old and Behind

Did I miss it? They didn't mention it during the Town Hall at all. Hmm...

You all can post on this site every minute of every day and it won’t make a difference.

You want the public The analyst? that rate DXC n the financial markets to know what’s really is going on with. moral , non-existence merit pay increases

Then hit them where it will be seen , Pist in their social media posts, Linkedin in etc.

I have an am starting to get a lot more likes (people stepping up) than I did 2 years ago.

Also if you hate your employer so much , why are you still there, afraid to get another Job , don’t have the skills required, comfortable (i was and stayed 13 years with 2 pay increases)

My calendar’s full, my work isn’t getting done, and half these meetings could’ve been emails. Who’s benefiting from this system, because it certainly isn’t any of us who actually have things to do?

Has anyone heard if we will get raises and what the % is? My boss keeps saying how much she appreciates me.

https://www.theregister.com/2025/12/23/oracles_new_aienhanced_support_portal/

It is so obvious State Farm is all image without no substance. What say you?

Between leadership that doesn’t seem to know where it’s going, middle management that can’t execute, and expectations that keep getting more detached from reality, the whole thing feels like a circus that somehow keeps getting louder instead of better.

Everyone needs to stop giving Level 2 IT a 5-star rating, when unwarranted, on the customer feedback surveys. This is not helping the cause and will not lead to any sort of change from vendor management. This is just showing they can continue to get away with sh---y service with no repercussions. Give them the true score they deserve. Tell them how they are rude, how it took 2 weeks to get a power cord shipped to you, how it took 3 days for someone to intially call, and how it took dealing with 4 people before you were finally fixed. Enough is enough. Stop sugar coating the problem!!

Shout out to our WONDERFUL CEO and marketing teams FAILURE to get merchandise/stock into our COR retail stores! YES YES! Direct fill you say, but I am customer I need it now! You know it is Christmas! So what’s your problem ! You scream here in Texas about sale sale sale but yet YOU failed the stock holders and your front line employees! Hope you feel good about yourselves!

Hey Y'all!

To celebrate the upcoming Holidays and our new ad campaign, I wanted to share with you how I found my rich in 2025:

• Aggressive outsourcing of labor outside of North America
• Enacting policies to encourage employees to quit to avoid paying severance
• Investing in custom attire that reflects my humble accountability to our clients and associates
• Removing associate access to anonymous feedback. After all, are you really rich if you are surrounded by anything other than a captive crowd of syncophants?

How will you Find Your Rich?

2 Hours! That’s all you should be in there for. Doesn’t anyone follow instructions anymore. It’s the same people everyday using the same focus rooms.

Middle managers should be clearing paths, growing talent, and preparing teams for the future. Too many here do none of that. Here, problems always get ignored, issues mount, and nothing ever improves. Sometimes I wonder what’s the point of having them at all.

Please please open backup the community centers in Kansas City. We seniors would be open to paying monthly to keep these centers open. They have been a godsend for us and to just close with no warning or no way to say good bye to staff right before Xmas is just awful. Please reconsider

The standard is changed every year, because it is such a poor way of evaluating employees. This one may top all of them.

Does any one when the company scorecard is shared for performance year

And even has HR coming in to get a pulse on things yet gets defensive on a team call right before the holidays today to address the feedback. This leader is very disconnected from his actual team, CANNOT make a decision without consulting SLOD for BAU business matters, and spends all his time being a site leader when the time should be spent understanding his new role , engaging his team and for the love of everything training his green people leaders. Kennedy is a great leader pretty surprised he hasn’t caught on to this about his direct. Call today was odd he had with our team defensive when asked for feedback. Then don’t ask! Merry Christmas ya’ll.

Does anyone know if the reviews being leveled to everyone being rated as “on track” something across the firm, or just in specific areas?

Will there be more RIFs ?

Compensation and reward always appears as a negative in your voice feedback. Is there a plan to address this ?

Responses, erm we have a new employee development project.

I’ve never before worked at a company where people who mess up majorly get rewarded. Why is this happening?

Can’t wait to see the hypocratic face of VZ by sending the pulse review in a few months?!?!?

Did anyone watch it /attend? It seemed like 40 minutes of someone talking but not actually saying anything. Maybe I’m just d-mb and that’s why I didn’t get it.

Can anyone else confirm the 60% bonus pool target funding number mentioned in another thread? All we hear is how amazing our quarterly results were, so one would assume that the funding is much higher than 60%.

Sure would be nice to see some transparency around how the bonus pool funding is calculated (like they used to do many years ago). Seems like they just pull a number out of their a** these days. Or maybe they use the monkey dart theory/approach.

Haven’t they heard that this particular phrase went out of fashion? They can’t even keep up with corporate fluff.

Sooo the clubs with 3rd shift receiving how’s the “new” fresh delivery working, you know when delivery time is supposed to be before 4 AM, because it’s not! We get more M &P deliveries AFTER 6:00 AM and that puts all other SCHEDULED deliveries behind! Once again someone sitting behind a desk thought it was a good idea 🙄

So my store was safe from those agent weirdos or whatever and that made me happy BUT Just found out we’re getting passed to another DM. That’s literally the fifth one in six months. Is this place actually a joke??
And of course, it’s her. She’s actually a total NPC. She acts like a robot and thinks leading by fear is a flex. It’s so so bad. She cares about nobody but herself.. I’ve  dealt with her before and it’s a nightmare.

To make All this even worse daily I hear is 'layoffs this' and more closures that.' Honestly? I hope this new whole giant district exposes these incompetent “leaders” so they can finally see what it feels like to be just a number. Thought about spamming Dan’s stupid feedback thing  but like he actually cares? Yeah right. Whatever. 2026 here we come