#feedback

Why are there MDs arm-twisting their staffs to complete the code of conduct that we have a month to complete? Same with the feedback theater. Is this what scores points now - harassing staff to get meaningless things done ahead of the deadline?

Did you notice how the TTUS feedback they actually paid attention to included the continued demand for assigned seats? Subtext: They will use that as justification for sending us back in five days a week, mark my words. They'll claim it's not achievable otherwise. They don't care what we think or feel, they only care about what serves them, and that serves them.

Great job everyone. /sarcasm

I’m hearing that it was mostly US employees affected.

Input from overseas origin management drove much of the selection process.

Why is it so difficult engage with the executive during the town hall? So much skirting around. Just get straight to the point.

My entire snapshot was empty except for a yes that I’m on track to meet or exceed expectations, my teammates had theirs all filled out. Do you think I’m on the list?

I used to love working here. Now I hate it, and I can't pinpoint when the shift happened.

I mean, this site is a gold mine for the management. I am assuming they care about what's in the employee's head (and I might as well be very wrong) - reading this board paints that picture fairly well. Figure out what main themes on layoff.com and measure engagement, do the same thing with LinkedIn. If you were to average the two that would give you a much better picture about what's going on on the ground. The board should mandate execs to do this instead of fake survey's that are massaged to the Nth degree. Food for thought.

What the heck was this boring useless and common sense drivel?????

Hot mess….

Nobody knows whats going on with it…

Doesnt usaa know that a good portion of employees do not deal or interact with members?????

That's it, that's the question. Not sure where to look.

1) Do you feel you understand how we will move forward? 2) Do you think we are just getting started with layoffs? In my view 1=no and 2=yes, also, execs 100% botched communication on this one.

I used to love coming in on Friday because the office was empty, the manager never showed up, and it was a peaceful productive day. Too many of you are now thinking the same thing and coming in on Friday now and I need you to go away lol. That is all.

Why the fluff is the active use of AI even a parameter for the feedback we need to give people? Eliza is actual garbage and they’re really force feeding us this so they can layoff the next group that doesn’t use it. Stay woke

What did we think of Meg this time round?

Time to ignore this site again ?

At the risk of the endless comments of, 'There is no merit', 'get back to work', etc. etc.

Does anyone know when merit will be announced this year? Two years ago was for June 1, last year I think it was end of June....any insight?

It’s no surprise that in his first team wide comments since his disastrous all-teams, that he fell flat on his face again. From the cringy and unnecessary SNKRS comment to rolling out the same exact leadership structure that has accomplished zero over the last 18 months.

Tech deserves better than this clown. The guy is so out of touch. Meanwhile his whole org is ready for him to start talking about all the start-ups he’s worked at and actually accomplish something at scale.

When recently getting told I would likely be laid off later this year, I conveyed to my manager that I was smiling and happy. They told me the last time they had to give that speech the person was elated as well.

Speaks volumes about the work culture Charlie Scharf has created.

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

Have to be two of the worst AI tools I have ever used

No wonder these pieces of cr-p are the ones fiserv mandates

Build a Rocket Boy recently laid off an undisclosed number of employees. Reports indicate 170 staff were affected, leaving around 80 remaining. This marks the third round of layoffs for the developer in the past year. Previous cuts included the closure of BARB France and 300 UK-based employees. The company is undertaking a "reset" for its game MindsEye after negative feedback.

https://www.gamesindustry.biz/build-a-rocket-boy-reportedly-hit-with-more-layoffs

It’s crickets out there. What’s the feedback? What are we doing to MOVE with URGENCY and address feedback?

I should NOT have to watch a video on how to get time off entered. Why the he-l do we only have videos for training??? This is actually dog sh-t

when you tell people at wprk you’re unhappy, you think you’re putting the co on notice... like, im a good employee, i’m telling you something is wrong so go fix it before i leave.

but that’s usually not how it works.

your boss tells their boss. then everyone starts asking what’s up... and maybe for five minutes it sounds like they care about the problem.

but then all of this always flips...

because the problem you brought up is probably happening under their leadership. so now it’s not “what do we need to fix?” all of a sudden becomes “is this person becoming a problem?”

then come the usual labels. you know them all...

ur not a culture fit. probably checked out. might leave anyway. maybe we need a backup plan, who's covering for him, who else knows her work, etc...

and now the thing you complained about is no longer the main issue. you are the main issue.

meanwhile you’re sitting there thinking they’re working on it. but behind closed doors, they are deciding what to do with you...

because fixing a broken system is hard. replacing one fu--ing unhappy employee is sooo much easier for them...

so before you tell them everything, just understand the game. rarely feedback leads to change but, often, it just tells them who to plan around.

stay safe.

Curiosity poll after reading the “Is anyone else pi---d that Ford is giving A plan to everyone?” Thread. I’d love to buy what I work on, but definitely an ignorance is bliss thing. I know what’s wrong or ongoing issues, so I wouldn’t choose or recommend certain vehicles to friends or family. As a buyer you don’t know otherwise unless told so.
Feel free to leave your reasons why yes or no.

Please share the country and the date you were layoff

Everyone is going to sound so smart this year!

https://www.cheapism.com/americas-worst-banks-according-to-customers/

#9

IT is now a mess. What was a lightweight tool for cross-functional professionals for backlog management, tracking, discussion is now a mesh of complex of un related busy work. Leadership, don't know heads to tail. Decides to build a new layer of complexity and gatekeepers - calling these people RTEs. When will actual work be done with real knowledge ? But, no we have powepoint jockeys, and fake 2nd grade maths used in putting up ratios and calling them velocity, flow and cycle time. Try solving some hard problems for once.

Can we not do better here? If you want people in the office, maybe push a vacuum or dust once in a while? Office is so filthy we itch when we come in, cups and coffee are few and far between. No working water dispensers in any floor currently. Reserve space covered in grease from prior persons lunch…Thanks USBank for return to office bacterial frappe :(

To all Castrol colleagues, especially folks in Digital Technology, how are you guys feeling about the ringfence situation and the fact that you are being forced to move out of BP.

Do you feel positive about the future or are you polishing your CVs? What do you think about RD as leader and the org structure he shared recently?

This message reflects a growing and widely shared concern across the supply planning e-commerce team regarding current return-to-office expectations and related policy changes, and the impact they are having on workforce sustainability and daily operations.

The team is consistently operating under extended workload conditions, including nights, full weekends, and holidays. Work expectations regularly extend beyond standard business hours, with limited separation between work and personal time. Despite this sustained demand, performance expectations continue to be met.

The requirement to be in-office five days per week introduces a material additional burden. For many employees, commuting costs now total hundreds of dollars per month. This is occurring alongside already elevated workload expectations and is contributing to increased financial strain, stress, and dissatisfaction.

The stated goal of increased in-person collaboration is not reflected in actual execution. Core collaboration continues to occur virtually, regardless of physical location. There is no clear or measurable improvement in productivity tied to in-office presence, while frustration and burnout have increased.

Changes in flexibility around illness and caregiving are also creating unintended operational disruption. Previously, employees were often able to work remotely in these situations, maintaining continuity. Under the current structure, these situations now require full-day absences, resulting in last-minute coverage gaps, increased workload on already fully allocated team members, and reduced continuity for time-sensitive deliverables.

Certain roles require deliverables as early as 7:00 AM, which in practice means employees are starting their workdays well before 6:00 AM on a routine basis. In the event of unexpected absence, there is currently no clearly defined or scalable coverage mechanism. This creates operational risk, as there is insufficient time for structured handoffs or reassignment of responsibilities, increasing the likelihood of missed or delayed deliverables and placing additional strain on the team.

There is also a growing disconnect between leadership expectations and the day-to-day realities of execution teams operating under these conditions.

It is important to highlight that the impact on retention is already visible. Employees are actively exploring other opportunities. This is not hypothetical—it is happening now. If attrition is not an intended outcome, the current trajectory presents a significant risk to team stability and continuity.

This is not resistance to change. It is feedback grounded in operational reality. The current direction is not sustainable without measurable impact on performance, morale, and retention.

A more balanced approach is needed—one that reflects the actual workload, acknowledges the level of commitment already being given, and does not introduce additional financial or operational strain without clear, demonstrated value.

This feedback is being shared because the impact is real, ongoing, and escalating.

They just want the board to be pleased. No one wants AI, we don’t use it except for occasional copilot. NONE of the products use AI in true fashion. It’s all fake

This year’s Great Place to Work survey used a restricted participant list. In my memory, in the last a few years, everyone around me anticipated the survey. Is management trying to avoid honest results? Or the company is trying to save money by reducing the survey sample size?

I can’t even begin to tell you the amount of people that tell me that they don’t wear Nikes because they run to slim. And each time I just nod my head and say I agree. I do wonder how much more business we’d campfire by making a simple change like making our sizing more inclusive. My own family doesn’t even use my discount because they all have wide shoes and Nike doesn’t fit them😂

There’s low hanging fruit to be had all around, yet we overlook it to try to make these big statements that seemly haven’t landed in recent years.

Can we make actually replying to peers in email or teams a fu--ing job requirement?? What a loser company, I have been here 6m and never seen anything like this at my other companies