#feedback

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

Is it even worth filling it out? Executive Mgmt doesn’t care.

If you can't pause your sniffling long enough to stay something, or mute your mic fast enough so that everyone else on the call doesn't have to hear it. Seriously, offload that responsibility until you are no longer forcing the entire call to hear you sniff every 10 seconds.

That is all....

I just got tasked with completion this survey. I did then basically take offshore over the coals.

It's a relationship that is not collaborative, and definitely not a partnership.

Offshore has no skin in the game, has no oncall duties. Why we have Offshore is stupid.

Offshore provides estimates, but they don't even present it to the customer, the onshore TFAL is expected to handle it.

I get that Gainwell does it to save money, but how is handled and executed is utter cr-p.

I'm currently still employed by Gainwell until I get a job elsewhere.

Welcome to Xerox, where we tout our Fortune 500 status (likely will fall pretty soon) while changing and adding new systems for our sales teams without sufficient training, no change in expectations, increasing the pressure, disincentivizing big sales, and not fixing the things that still don't work beforehand.

Should we fix the poor Hubspot integration before adding a totally new frontend? Nah! You'll be fine! Should we fix our client facing websites and services before changing demanding higher volume of sales? Nah! You just need to execute "faster". And the list goes ON and ON. Oh, and let's dissolve the sales training leaders while we're at it so new hires are at the mercy of the sales team they are joining, thus becoming a burden.

I now have 10X more responsibility I had before without 10X the pay. Once I get my next job, I am OUT of here. I wish everyone the best.

Whoever come up with this migration plan should be fired on the spot. What a complete sh-t show. No support. These leaders have no clue.

VA has zero understanding of technology or operations. Most of what he says are just polished filler phrases he’s relied on for years, rather than real substance. Someone please end this misery.

What are the worst Intel IT apps and how do they negatively impact your work ?

Had a member today comment on how hard it is to shop our clothing area because there is so much merchandise . She said at Costco it is so much easier to shop clothing there because it isn’t over crowded like Sam’s . I could do nothing but agree with her . We have so much of the same type clothing it is crazy . Don’t our clothing buyers realize they over buy so much .. it looks so junky

The first TPG All Hands question was straight up ballsy. Too bad, Shanky gave a non-answer "EQ-IQ-EQ-IQ".

Does anyone have insight into the new comp plan that’s rolling out? My leader is excited and says it’s good news but I’m hearing otherwise.

Any thoughts on this unwelcome news?

Retired old man here. Question= 5 years ( or so) after the integration of esurance into Allstate, can we all agree that their talent pool was like the “kiddie pool” at a local swim club? No depth, no substance and all “look at me” show, with zero value added. Is gramps off base?

Whomever decided to migrate fully to Facets needs to be fired. I’ve never experienced such issues in my life. For a platform that is web based and updated, I feel like I’ve moved to the Middle Ages. It’s slow and dreadful and goes down often. Automation is severely lacking. How can LG possibly meet 1st pass? I feel like we’ve been set up to fail. Does anyone else feel this way?

What do you think guys, did we deserve that?

Anyone Know why the website lists Miami Kmart as having a pharmacy?

https://www.kmart.com/stores/florida/miami/3074

The phone number listed is just a dud. Probably an oversight, as I don't think this store ever had one?

Bumping from anther string.
https://www.ambitionbox.com/reviews/nielsen-reviews

Let’s rolled out a plan that generates no money and reps just adding a line to the second IMEI just to get a line with no usage.

Anyone here left EDJ for a competitor in the St. Louis area that starts with an S? I’d really love some honest feedback on the culture.

I’m currently down to the final two candidates for a role there, and it comes with about a 30% pay increase. I already know three people who work there, and they’ve all said the culture feels more genuine. Less “cult-y” than EDJ, and way less corporate jargon. No constant “circle back,” “put a pin in it,” or meetings just for the sake of having meetings instead of actually getting work done.

What I’m really looking for is a place with real people and a normal, grounded culture. A team that communicates like humans and focuses on results without all the fluff or being micromanaged by layers of leadership. I don’t even care that they are in the office now. I don’t want to pretend to be a fake anymore. I want someone honest who is gonna say “I don’t know, I’ll find out” instead of “that’s a good question, let me get back to you” (and never do).

That said, I’m nervous. The pay is better, but I’d be giving up PTO accrual, and I’ve heard the benefits aren’t as good and are higher than what we have now.

I’m honestly torn. I want to leave EDJ, but I also know the grass isn’t always greener. If you’ve made a similar move, I’d really appreciate hearing how it worked out for you.

To all the directors whining and trying to make your case for know declared surpluses. GOOD LUCK! You’re not as important as you think you are. Dan will do what Dan wants to do. Change some of your ridiculous metrics and you’ll find you need far less personnel. Smarten up!

What was the corporate message, your departments message, verses reality.

Location?
Title?
Remote?
Badge swipes?
Recent unexplained negative review?
Work being shifted away just before?
Took a package?

Personally I would have expanded the comments about the mouse but it was on point!

Does anyone have any updates to this?

Quick show of hands how many of you are seeing higher earnings under the new comp structure, and how many are seeing less?

The new wireless 2.0 Wireless plans are suppose to the best since sliced butter! OMG, what a joke, confusion and more trying to use them in OPUS for sales! Then consumer looses money if they have trade and don’t go to higher plans! Boy oh boy, over seas call centers gonna be over loaded‼️

Approvals take weeks, crashes are daily, and we're all just clicking through junk pretending everything's fine. It’s embarrassing and exhausting.

how is mas treating you guys?