#feedback

Received an invite to an “employee hypercare” session and the only reason I can think of is my peakon comments. Anyone else had this?

My coworker was called into a meeting. They were informed of a low pega score. Despite meeting productivity and being a good employee, they felt accused of not working. They quit the next day. How does pega show someone not working when they are meeting production goals?

Anyone notice that the new standard is “over” 60% of days in office vs hybrid 3 days a week = 60% exactly?
You will get 60.1% from me and nothing more. Also, thanks for the raise that doesn’t even cover commuting expense Gunjan!

Didn't USAA have that capability previously with USAA Financial Centers? That concept didn't seem to work out well, so why is USAA revisiting a failed idea?

Just got an email to complete. Read the room Oracle where is your compassion? How likely will they read|take my comments, do these go into a black hole.. Geesh

Do the people who come here to a-s kiss Optum even get compensated for all of the puckering or do they just do it for free?

Anyone heard that?

Will they put you on the list if you don't complete your self evaluation? I don't understand the point of doing one if they plan to cut 10k jobs.

The portal just opened and every manager I've talked to has no people changing. What a tu-d of a disappointment.

Think about this.

Most companies, when they see something causing unnecessary stress or friction for employees, try to fix it. Even small things. Shorter commutes, more flexibility, better alignment. It’s basic common sense because it improves morale and productivity.

Here it feels like the exact opposite.

Every decision somehow lands on the option that creates the most friction. The most inconvenience. The most disruption to people’s lives.

Live 10 miles from one office? Doesn’t matter. You’re required to drive 50 miles to another one.
Can do your job perfectly from home? Irrelevant. Be physically present anyway.
Teams are distributed across the country? Still sit in an office on Teams calls.

At some point it stops feeling accidental. It starts to feel like pain is being chosen on purpose.

And then leadership turns around and asks why there’s no culture. Why people aren’t going above the bare minimum anymore. Why morale is gone.

Morale didn’t just disappear. It was worn down decision by decision, policy by policy, until people stopped believing anything would actually improve.

Then you hear “there’s no loyalty anymore” while at the same time wondering why no one shows up to town halls, no one engages, no one cares.

It’s not confusing.

People don’t disengage for no reason. They disengage when they feel ignored, when feedback goes nowhere, and when every decision makes their day-to-day worse.

And yet somehow the expectation is that people should accept all of this, have bad policy shoved down their throats, and then turn around and be grateful for it. After surveys where honest feedback was ignored or worse, scolded.

That’s not just disconnected. It’s delusional.

This didn’t become a bottom-tier culture overnight. It got there because of decisions like this. Because of policies like this.

Culture and morale aren’t things you can slap on a PowerPoint and speak into existence. They’re built by listening, adjusting, and actually giving people a reason to care.

Right now, that reason is gone.

Is there even such a thing? I might be leaving soon, and I had a whole list of things I wanted to say, but then I through why bother if nobody who can do something about it will care.

Yeah, not gonna make that mistake again, that's for sure.

Wouldn't it be better to hear 'You're Fired' than go through the make believe process of creating fake reviews and then dropping the ax? Thoughts?

And about half of the people was for it and the other half against it.

Now, it seems like 90 percent for letting go EH and about 10 percent against it.

I don't know what 10 percent against letting EH go is thinking about!! Unless they are management dwelling around this site to make sure that anything against EH and Nike gets muffled!!

Lots good comments here but leaders may not see them. So put your feedback in annual employees survey. It is anonymous and official.

My analyst su-ks. Who hires these kids?

I'm hearing last mile delivery should have nothing to worry about because the remote Associates that didn't want to move to Arkansas were let go. Thoughts?

Dear Mr head of wealth, it’s now been 5 months. What in the actual f are you even doing? Why make an announcement with a timeframe of knowing more just to retract yourself like a turtle? It’s amazing the type of leadership we have here and it’s very apparent that these leaders literally don’t do anything.

Does anyone have a logical answer as to why my team has to have their T1 reviews sent in by 4/14 when T1 is still not completed and bonuses don't pay until June? I swear this place just like to d1-k up things to see how we respond.

Discuss!

"Grow up, get over it, baloney, you'll find another job!" Everyone's circumstances, obligations, etc., are very different. No one can know what someone might be facing in the news of a layoff or rebadge. If you disagree, say so, don't be a je-k about it.

Great article in Politico today on Frank continuing his work style and Brooklyn bully boy tactics at the IRS.

My manager called a team meeting for the tool to submit anonymous feedback upwards

We were told that our feedback was “too negative” and that we needed to be more positive going forward or else comp would be impacted.

There are already tons of rumors circulating about the future of the Boston office for ops. This just added to the stress.

Management seems to be he-l bent on finding reasons to fire you, they never give positive feedback. Only time you hear from them is when they accuse you in the wrong or they find stuff to write you up. They dont coach for success, its coaching to destroy you. Wayfair used to be a decent place to work and management used to be supportive but the new culture is very destructive.

Is it more effective to answer the TTUS survey or to skip it altogether?

Also, they say the survey is confidential, but they never say it is anonymous, which makes me less likely to want to tell them what I truly think.

I'm newer to the company and I find the on hand/back stock system completely crazy and not reliable. Then the priorities system is so weird. I think they need to figure out a better way for this.

Nobody I know feels comfortable actually using it because you never see anyone else take time. This might be specific to my area, but I highly doubt it. In the end, it ends up being worse than having a set number of days. I'm tired of pretending this is some great benefit.

The U.S. version of the 2026 Employee Engagement Survey will have two questions:

1. Why the heck are you still working here? Please leave.

2. What else can we do to you and your peers, in order to get you dummies to quit? We'll try anything!

Anyone think Steve B leaving has anything to do with survey results? Everyone fill the survey out as scathingly as me?

Im so sorry it happened to you. But at least you can warn others, and give a tiny slice of payback. They do care a lot about FIS' public image

The questions should read

1. How many times have you thought about quitting? 976 times.
2. Would you hire your boss, if you were the boss? If not? Why? If so, why?
3. What improvements can the company make?
4. Do you approve of our spending? Why? Or why not?
5. Who is your least favorite person in your department?
6. Is your pay acceptable? If not, prove it.
7. If you could be in any position, which position and why?
8. Do you actually enjoy your job? If yes, why? If no, why?
9. Is your job up with the times?
10. Do you feel micromanaged? On a scale from 1-10, how micromanaged do you feel?

The end.

Is it anonymous?
Manager levels up referenced my global survey response to me but did not mention my name, he complaint about that person who wrote the bad review and saying that person should resign.

Feels like forever since we had to fill out that useless piece of tripe. If Dan ki-led it, then he’s accomplished one win, at least

Many big, successful companies take feedback from employees regarding their leaders.

Verizon has only a one-way survey—from manager to employee—and never from employees to managers or leadership.

Like Amazon runs frequent surveys to get:
• Team health
• Leadership effectiveness
• Workplace satisfaction

They make sure that if someone is polluting the culture, they weed them out. Verizon needs this urgently if Dan is dreaming of any transformation.

Workplace Benefits has just launched an Adobe project management called Worfront. It is a s@/!t sandwich. No one has a clue to use it and management knows it but won’t admit. Ah, only the best and brightest team here at the Bank

Hey boss, this is about you:
https://www.inc.com/jessica-stillman/people-who-love-corporate-bs-are-bad-at-their-jobs-new-cornell-research-confirms/91314405

Put a bad review and fire people?

Looks like another 90 minutes of time waste is upon us... Here is what is going to be said:

1) We are awesome (according to our own selves of course).
2) We are winning against Microsoft and Citrix (again according to our selves).
3) Our customers love us (that's why they are leaving us, you see...).
4) Our technology is so futuristic (hence why we brought the 70s back in our SKO).

BTW %73.67 of you clicked on the phishing email that was sent the other day so you now have to take the wrath of big man DD and explain to him why you did not fight harder against the temptation to click on the URL.

They are answering their own BS questions... Not a single question from the audience. And I have never heard such absolute nonsense, complete gibberish