It’s a mess, and everything is the employees fault. It’s really sad.
20 replies (most recent on top)
I think the main concern is that it can come across as racist when certain cultures, though not inclusive, are visible minorities. It’s a tricky situation.
I get that surveys and feedback are important, but I’m not sure how much they really make a difference anymore. It seems like the company isn’t as open to feedback as it once was, and there’s a sense of favoritism based on connections or race backgrounds.
Some employees don’t seem to get the same opportunities or fair treatment, which might be more about personal connections than merit. I feel that the company culture has shifted, and it appears less open to honest feedback than before. It can be disheartening to see favoritism and lack of transparency affecting the workplace environment.
I believe that for real change to occur, there needs to be a genuine commitment from leadership to address these concerns and ensure a fair and inclusive culture for everyone. Even now, I see some highly knowledgeable people with great experience being pushed aside. Why is that?
@egpl+1tzV9pYZ "writing here" can help many people to realize there is many more people with same/similar opinions on the issue and this means there is a problem. Problem will not be sorted out here definitely and survey does help. I also do not belive they are anonymous but if they say they are...well you all prefer to get demotivated /depressed instead of pointing out concerns in surveys we waste the time here ...I give my opinion in surveys even the negative one. So if everyone would be as honest as on this forums things could change...but we need more people so that it can be seen as a problem in official channels.
Honestly, I don't think writing here does much, but I also feel like if you bring it up, they will kick you out on the next round of layoffs since you’re seen as a liability or problem.
@bwxs+1tzV9pYZ
Oh, I don't think they've done anything with the feedback. But if they ask for it I'm going to give it to them honestly. Pretending that everything is great doesn't help. At the very least, it makes it harder for them to make the survey results look all happy.
"I’ve been giving very negative feedback in surveys for many years and nothing has happened to me." Not exactly a ringing endorsement of how effectively that feedback is incorporated, is it.
What's "mid tax"?
In mid tax, it seems like a ton of people are taking extended leaves
@7ebx+1tzV9pYZ
I’ve been giving very negative feedback in surveys for many years and nothing has happened to me. Quit spreading the myth that TR uses them for layoff decisions. They aren’t competent or organized enough to do that.
Of course the surveys aren’t anonymous, and expressing discontent is a great way to get yourself on the next layoff roster.
At this point, the toxic rot runs so deep it’s hard to imagine how it can possibly be remedied. Maybe AI can fix it for us (lmfao).
It occurs to me that none of this chatter is helpful or relevant if it sits here on an anonymous board that may or may not be monitored by TR leadership or HR. These seem like pretty serious accusations. Has anyone had the guts to bring these concerns to their management or put it in a survey, or is everyone afraid their surveys aren't anonymous and are afraid of backlash?
This also appears to be happening in Toronto…they promote each other and lie to safeguard themselves, disregarding others, as a result, being white has become a reason for discrimination, there is a notable disrespect towards women.
@7iqi+1tzV9pYZ I believe this is what is called Minnesota Nice. I was told this by colleagues my first week on the job.
Don’t think it’s exclusive to Minnesota, but the fact that I was warned about it and you are referring to the behavior goes to show that is prevalent
I've observed instances where certain individuals at the office exhibit a striking contrast in behavior, pleasant in the presence of leadership, yet troublingly disrespectful towards women or peers behind closed doors or in smaller groups in virtual meetings or office
I think they hired a lot of people from India to work in the office, the issue is not only outsourcing, then they just protect themselves. TR somehow thinks they are good but people from India refuse to adapt to others or different work styles, ignore feedback, and insist on having things their way. But the company views them in high regard despite their lack of North American education. I don't think there's any diversity in the hiring.
@yuq+1tzV9pYZ Mexico too. It’s a disaster. I wish TR execs could listen to customer calls from that office for just one day. They would be horrified.
Rampant outsourcing is ki-ling us .
I totally understand the concerns about team dynamics and adjusting to different work styles, def noticed similar issues with some team members from India too... I think offering cultural training and aiming for a more balanced mix of backgrounds would really help, it does seem like we have a lot of team members from India these days.
Too many people in GDC India, there should be mix of people from different regions with different skills in different areas/teams of the business as unfortunately people from India do not adjust to other styles of work/markets/ clients expectations accross the globe they are stuburn to their own style and kind of ignorants in this aspect there is no balance within the company and GDC leaders are total cr-p in leading. Sorry to say that....
In a world where there is no compelling vision from a leader for what direction an org needs to go, and all that anyone in that subordinate organization cares about is using the the urgency of peers to influence them to achieve their own ends, what you end up with is...well... a tail chasing, or tail eating, organization.
This isn't exclusive to one business line, organization, or leader; it's pretty rampant especially the mid to upper echelons just below the C-Suite; I'd be shocked if this isn't true outside of TR as well.