#survey

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

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

I was laid off two weeks ago due to organizational changes in our area. However, I later heard from a former coworker that our Director became aware of a negative Glint survey I had submitted, where I expressed concerns about our team being understaffed and overworked. I also noted that I hadn’t been receiving sufficient support from my manager.

I heard our Director has been intentionally searching for the people who have been bringing the reviews down

We have a 64% completion rate and the survey closes on Wednesday.

If they don't reach 70%, Cisco gets excluded entirely.

It's best you don't do this survey at all, rather than voting negatively and getting us over 70%

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.

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

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.

Aren’t we around the time of year when they roll out the survey? After last year’s debacle it doesn’t look like it’s happening.

We had an internal survey and a lot of us were honest about everything, including management. A few weeks later, several of us were laid off. Funny how that worked out.

Had a manager briefing call today, and they were very evasive regarding questions about anonymity in regards the survey. The anonymity questions was raised by multiple managers in fact.

Tread lightly would be best.

1. Do you agree that the information contained in the database associates your name with your survey responses? If so, then by definition it is NOT anonymous.

2. Do you agree that the unique link helps ensure that people don't take the survey twice? But in so doing, do you also agree that the unique link is also stored in the database, which associates your name with your survey responses? If so, then by definition it is NOT anonymous.

3. Do you agree that Dell could retrieve your information if they ever needed to for things like legal discovery, etc? For example, if someone said something really stupid like made a threat or something, which has happened before. If so, then by definition it is NOT anonymous.

4. Do you trust Dell HR and/or Dell leadership?

True anonymity severs any PII between the user, user ID, employee number, etc., from existence. It never creates it in the first place - i.e., no logs, no db entry, no links, no memory, nada. That's not the case here by virtue of the way it is created, distributed, and stored.

As to whether the 3rd party who manages the survey would give up that information, that's an entirely different discussion altogether.

But it is NOT anonymous by definition, End of Story.

When are the employee surveys coming out? I have a Band 3 that deserves ZEROs across the board. A good majority of my team is on LOA because this Band 3 is insufferable!!

Rumour is they are going to do an employee feedback survey. Is the current thoughts and views and morale and feelings and challenges and of the vast number of employees not very obvious? Another crazy idea from crazy KK lady.

Is there any good that comes out of the One Voice survey or is it one of those 'going the motion' things. And nothing comes of it.

I filled it out today and in good conscience, could not give very many positive marks.

i don't trust my manager and in fact I would love a different one. No training, no opportunity for advancement or to improve oneself. In fact, just the opposite. You're intentionally blocked or side-railed at every opportunity by those above you.

Mileage may vary depending on your position and location within the organization. So I can only speak on my particular situation. My area offers career su----e as the only opportunity.

PSA ... if your manager is a good guy/gal Try not to sc--w them with poor scores !
Save them for Excom members !

Anyone have any insider knowledge when the next (not so-anonymous) survey is happening?

The climate survey should be handled by an independent third party, with results shared transparently with employees. Currently, employees are pushed to participate, and there is no clear breakdown of results or visibility into improvement actions. In all-hands meetings, the data is presented positively, which does not reflect the actual work environment.

The official currency of “collaboration”

Backed by real assets:
• Badge swipes
• Commute exhaustion
• And that one empty desk you finally found at 9:17am

Consensus mechanism: Proof of Presence.
Work done from laptop at home = imaginary.
Same work done from laptop in a loud, freezing open floor plan on a Teams call = shareholder value.

Utility features include:
• 100-mile daily commute burn rate
• No assigned seating battle royale
• “Collaboration” with a team scattered across three time zones
• Logging into virtual meetings… from the office
• Productivity throttled by noise and fluorescent lighting

Tokenomics:
• 5-day mandatory lockup (upgraded from 3 after “listening to feedback”)
• Top talent automatically migrates to competitors
• Remaining supply consists of people too tired to update LinkedIn
• Missing McKinsey culture survey results exist on the chain

Whitepaper highlights:
“Culture through compliance”
“Trustless architecture”
“Results secondary to attendance”
“Loyalty is dead-dead”
“Macro conditions responsible for everything”
“Market-based Mayhem”

Mining rewards:
• Pizza slices
• Wellness webinars
• Inspirational emails about resilience

Quarterly earnings integration:
Solid metrics = proof the model works
Stock down double digits since mandate = totally unrelated
Buybacks at higher prices = visionary capital allocation

Roadmap:
Phase 1 – Announce bold future
Phase 2 – Double down
Phase 3 – Talent drain labeled ‘normal attrition’
Phase 4 – Strategic reset

Final Act:
🚨 Executive liquidity event 🚨
Golden parachutes unlock and Rug-Pull.
$COLLAB insiders exit at peak compensation.
Employees left holding five-day lockups, commuting bills, and coffee machine credits.

$COLLAB Coin — because if we can’t measure value creation, we’ll just monetize misery.

Diamond hands required. Remote wallets permanently banned.

did anyone fill out the RTO survey yet?

I am also curious what you all think… do you feel our feedback will actually be taken seriously? I am wondering how much impact it might have.

Would love to hear your thoughts.

Leadership seems to need a decoder to comprehend the results, so here it is. The negative survey results are not about healthcare perks or wellness programs no one uses, they are only about RTO and the lack of flexibility.

“I am proud to work at AT&T”
Once true. No longer. Public perception has deteriorated, and when people outside the company hear about the five-day RTO policy, the lack of any real collaboration, and the absence of assigned seating or co-located teams, the reaction is disbelief. Pride erodes when policies feel performative instead of purposeful.

“I would recommend AT&T as a great place to work”
That answer is now clearly no. A mandatory five-day RTO policy for roles that historically had been remote before COVID and can be done more effectively remotely is an immediate dealbreaker for modern workers. The policy alone makes the company undesirable and uncompetitive as an employer.

“We trust the leadership decisions”
Trust is broken. Employees do not support the financial decisions that destroyed value, nor the RTO mandate that ignored clear employee feedback. Trust cannot survive when leadership consistently doubles down instead of course-correcting.

“The company provides opportunities to support career growth”
Opportunities are narrowly concentrated in Dallas, with limited mobility elsewhere. For a national company, that is a self-inflicted constraint that unnecessarily caps growth and retention.

“Our policies and systems support me doing my best work”
They do the opposite. The five-day RTO policy actively reduces productivity, and many internal systems remain outdated and inefficient. Physical presence does not compensate for structural friction.

“The company cares about my health and well-being”
Employees feel burned out, mentally and physically, largely due to excessive commuting and rigid mandates that add stress without any benefit to the company or the employees. Well-being is not addressed by pushing unused benefits or wellness messaging while ignoring the root cause repeatedly identified in feedback.

“Do you feel changes have been made as a result of prior surveys”
No. In fact, the opposite. Employees explicitly opposed three-day RTO in the last survey, and leadership responded by increasing it to five. Feedback was not just ignored, it was contradicted. The disappearance of the prior third-party McKinsey survey results only reinforces that perception.

Did I miss anything else?

The pattern is now set and clear. Instead of addressing the core RTO issue employees are raising, leadership deflects with ancillary benefits and BS messaging. That approach feels like gaslighting, and not listening. So why should I even bother taking the next one?

If leadership truly wants different survey results, the solution is not another email, benefit rollout, or talking point. It is addressing the one issue employees are consistently, overwhelmingly, and clearly raising.

Flexibility. Trust. Results over “presence”.

That is the message of the survey, whether leadership wants to hear it or not.

Interesting that it has not been rolled out yet and no one is able to give date for release

One, two, three
Two chairs—the music stops.
Follow the decree:
One of you will drop.

Central, East, West—
You’re safest in the middle.
This isn’t a test,
Or a well-thought riddle.

Experience used to matter.
Results were once measured.
Now talent’s grown scattered,
And good work? No longer treasured.

Does it end with you or me?
Customers first, the message repeats.
Hello, goodbye—latest casualty.
One less chair—fewer seats.

Did you see the culture survey?
Breakfast and mingle with leaders.
RTO and layoffs underplay
The truth beneath the speakers.

Am I the next to go?
Be cautious of the meeting.
Does anyone know
When comes the next reaping?

One, two, three—
Only one chair left.
You’ve been set free.
You can drop the heft.

I guess it's the time where we are going to be bombarded about the survey for the MSU meeting we all had... Love how they tell you that you have until 1/30...Says they won't collect your details like name and email but we know that's not true..

A recent Zety survey highlights American workers' concerns for 2026. Zety's report indicates 49 percent of workers anticipate more job cuts. A majority, 65 percent, expect the U.S. job market to remain stable or decline. Inflation concerns and fewer remote jobs also trouble workers. AI and automation competition worries 48 percent of respondents.

https://www.cnybj.com/survey-nearly-half-of-workers-predict-rising-layoffs-in-2026/

Prosper Insights Finds Consumer Job Anxiety Up, Price Pressure Down

Prosper Insights & Analytics data reveals rising U.S. consumer job security concerns. This increase occurred over the past twelve months. Meanwhile, inflation-related spending pressure has eased. Their January 2026 survey shows 42% expect more layoffs. This is a significant rise from 32% reported last January.

https://www.tallahassee.com/press-release/story/19772/prosper-insights-analytics-data-shows-rising-job-concerns-over-past-year-as-inflation-pressures-ease/

Infosys has launched an initiative to survey employees about their work-from-home electricity usage. This effort aims to accurately estimate greenhouse gas emissions for environmental reporting. The company's hybrid work model means its environmental footprint extends beyond office campuses. Infosys states the survey is voluntary and for internal assessments and regulatory compliance. This move is part of its long-standing sustainability program.

https://www.latestly.com/technology/infosys-asks-employees-to-share-work-from-home-electricity-usage-data-know-why-7290500.html/amp

why do we keep filling out pulse surveys to never see the results? why bother with the charade?

I saw an article pop up in business insider but it’s behind a paywall. Did you answer honestly?!

Too many of you avoid it and think we are being tracked. For god's sake reply to it and DESTROY any question that talks about Managing Committee, Senior Leadership, Leadership, etc.

Yes I know they won't do anything but if you don't share you voice, they will assume the rosey picture they get from all the boot lickers is the majority and those of us who hate the leadership are a small minority.

I am tired of her saying things like "according to the surveys, morale is pretty high". Take that lame a-s excuse from her.

When is the next VoiceEX survey? Folks be careful. They say the comments are anonymous but being that we are assigned a PIN number, common sense tells you that you can be identified by your unique pin. If they really want to know about a particular comment someone made on the survey, they can easily obtain it. My guess is they will avoid all questions related to work/life balance. They already know what they’ve done and how the majority feels. That’s something that can’t be denied.

Were you honest with the latest Glint Survey that came out today for the all staff meeting next week?

I was, and will it impact me future? If it does then I know for sure this company is not the last place I will ever work.

Per MH: "Treat it like a 20-minute Wellness Week. In other words, just focus on that thing like nothing else and make sure that you give us the feedback we wanna hear from you."

Nothing says "wellness" like forced tasks and giving them the feedback they want to hear. Plus everything will stay the same or be worse.

The news indicates a prevailing sentiment among employees regarding recent layoffs. A significant 69% of workers believe that "AI layoffs" are not genuine reasons for job cuts. Instead, many employees suspect that artificial intelligence is merely being used as an excuse for broader restructuring or cost-cutting measures. No specific company is named as having conducted these particular layoffs.

https://www.cpapracticeadvisor.com/2026/01/08/69-of-employees-think-ai-layoffs-are-just-an-excuse/176037/

Read the results of the survey 44,000 employees took and in the section that comments about the hybrid schedule makes it sound like there may be some adjustments to it, even though they are committed.

Have the most recent employee survey results been released? No one seems to know in my area. And if they have - are results the same, higher or lower than the previous survey?

I tried to get a meeting with him to discuss my business at Apollo and was told "the earliest he has available is three weeks out". Yet the guy post on LinkedIn everyday where he is attending some bs HR boondoggle, receiving some paid for award as the best HR guy. Why don't we do a survey inside about HR. I think HR is one of the most unresponsive, arrogant group of employees who actually think they run the business. In fact, Matthew told one of my colleagues he could our CEOs job. What a joke!

I have A LOT to say. Could write a book. Haven't done one in the last 5 years or so, or even remember when the last one was, but this time around there is no holding back. Hoping it's coming soon.

I have been in the 90th to 100th percentile of surveys for three years running in my organization. I connect with the customers and have saved countless customers and im not in loyalty.

Its bullsh-t.