#survey

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

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

I assume we’ve done away with this survey for obvious reasons. Anyone have any info on if they will ever hear our complaints again?

I've been here for more than a few years... I have NEVER seen any meaningful change from these surveys. I also have never had the results sent to me (only managers get it?). As a lowly employee, we get the watered down PowerPoint that management puts together for us to digest. My question is, why do all of the managers go on an absolute rampage about getting 100% participation? Like everything else in this place, it comes off as creepy and weird. Also, to what extent is the survey actually anonymous (if at all)?

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?

Mattel Quarterly Employee Survey by VP of Sarcasm and Irony

1. On a scale of 1 to 5, how excited are you to provide feedback that will be carefully reviewed, summarized, ignored, and filed away forever?

2. How confident are you that leadership already knows the survey results before you submit them?

3. Which follow-up action do you expect after this survey?

   • A. A thoughtful action plan
   • B. A vague email about “listening”
   • C. A slide deck proving engagement is up
   • D. Another survey asking why survey participation is down

4. How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

5. What is the main purpose of this survey?

   • A. Improving the workplace
   • B. Measuring employee sentiment
   • C. Creating the appearance of concern
   • D. Supporting someone’s promotion packet

6. How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

7. If this survey leads to action, which action is most likely?

   • A. More meetings
   • B. More dashboards
   • C. More corporate language
   • D. More reminders to complete the next survey

8. How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

9. Which phrase would you most like to see retired from the survey results email?

   • A. “We hear you”
   • B. “Actionable insights”
   • C. “You spoke, we listened”
   • D. “We are committed to transparency”

10. Would you recommend this survey to a coworker?

    • A. Yes, if they enjoy performance art
    • B. Yes, if they need a break from real work
    • C. No, but I’ll forward the reminder anyway
    • D. Only if leadership completes one too

If you are not happy, abstain from participation. Enough said! Make a statement.

Can you access the link from your personal pc?
I want to do it, but I don't have the access to the network due to fmla leave

Hey everyone I was let today and just want to see if we can get some numbers.
Sorry to all affected we're in the same boat

Roles / TC / Location also would be appreciated

So, I exposed all the management issues in Oracle on my employee survey and was laid off! I know for a fact that it would never happen if I did not do this. But Oracle's management issues needed to be documented, and I've decided not to take this to attorneys as I need to let it go and move on with my career. What I witnessed was harassment, no support for disability issues for my husband and lack of payment for bonuses and career progression/promotion that I was 3x told I was in process for. Oracle's lack of managing talent, promotion and discrimination is intolerable. I will move on to my next role, but I will never go back to Oracle given this experience in my career.

I heard that Accenture doing a "survey" and may takeover GNT / Engineering soon. Anyone heard the same?

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.

Be homest how many of us really want to get RIF we this point? I mean 100% seriously, not just joking around saying it. I do! haven’t yet told my AD, as I’ve seen it make no difference because AD will always pick the low performers over a strong performer that’s asked for it. They do what’s best for them only.

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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

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.

Why the WAEM survey is done immediately after the performance harassment cycle , when people are already dealing with the stress of ratings and calibration. Each year, management highlights a few focus areas, but after the results are announced, those topics rarely surface again in team discussions. Given the current cost‑cuttings activities why this one continues? Just don't do it and save money

Does not doing tell dell after manager negatively ?

curious if it’s same as giving them bad scores ?

Has everyone reviewed it yet and the changes

Can’t believe we’re doing this again.

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.

Any thoughts on this? Can the anonymity be trusted or should I wear three layers of VPN to fill it out?

Can anyone locate the results for "When Sr. leaders say something you can believe that it's true"

Absolutely no point in taking the survey or participating in anything Chevron related. Its a completely dead company so who cares. Back to operation bare minimum effort!!!

Is the blue pulse truly anonymous?
Lets say they get all 0’s for most ratings, do they listen more to that feedback or off with her head?

Not that I have faith we’ll see the results, but if we did, I wonder what the majority of responses would show. Are most people unhappy? Is it just certain functions? I don’t feel like anyone I talk to is satisfied with where this reorg has taken us but that’s such a small sample of the larger CVX population.

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??!! 😝

Voting neutral is acceptable and recommended, if the question is a decline from last year.

Watch Ford management jump on this post. Lol.

Who all got the survey? I’m sure they’re not going to like what a lot of us have to say.

Anyone know if answering the pulse survey in a less than positive way result in being marked for termination? Kind of feels like a way to identify workers who aren’t “aligned” …

Just received an email saying i've been selected to take the Pulse Survey.

HARD PASS

The glint survey is out. Time to fry management. Not that they want the truth so why bother with a survey!

Don't take the Tell Dell survey. It's a waste of time. They manipulate the feedback anyway plus it's not anonymous. Too many stupid people at Dell who still think it's anonymous. It's not.

There's a new survey called FU-K Dell! Take that one instead.

You've heard it every year, "if you don't give a perfect 10 then it might as well as be a 0", so take them up on this!

I have given Dell a 0 for the past several years, in hopes it will bring change. Instead they continue with rolling layoffs, pay cuts, mandatory RTO, rotating and incompetent executive leadership, and micromanaging direct management. A far cry from what it was like a couple years back.

The past 2 years have been back-to-back double digit declines in overall eNPS. They say they listen so make your voices heard! I will be giving Dell a 0 and will be my first year also giving my manager a 0.

Context: 6 years in sales, RR

Disclaimer: Responses are anynomus but managers can and will read responses. Consider typing out your feedback then having ChatGPT reword it so it's harder to trace back

How? I’ve commented before that I am fully aware that these awards are bought and paid for. As in the firm has a whole apartment deck to applying for these awards every year in a massive budget set aside to start writing the check for the applications. But I do also know that they supposedly randomly send emails to a certain number of home office associates as well as field associates. I cannot imagine if this was true, that we would’ve made this list at all given the last year, much less number 21 — now I’m going down the rabbit hole trying to figure out when the surveys were sent? I’m thinking it HAD to be before the ISPs actually started getting announced in August? This is just absolutely not reflective of the culture today.

https://www.edwardjones.com/us-en/why-edward-jones/news-media/press-releases/edward-jones-ranks-21-fortune-100-best-companies-work