Tomorrow is the last day for the employee survey. How many have completed it, because nothing ever changed from the past surveys. I’m not sure of the purpose of the survey, so why waste my time. I don’t trust anything here anymore, the company has completely changed as of definitively September/October this year, noticeably the targeting of employees by management and HR for minor things are strange behaviors.
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Guys if you say nothing and know there is a problem then you’re part of the problem! I had an issue went straight to HR and the President of our company no backlash and the problem was immediately addressed in the Management meeting and I’m still employed by Canon. If you don’t like the survey tell HR and give them a better way to get the feedback. Be your own advocate when it comes to your career don’t do nothing and hope for the best!
@k7 That company just doesn't care. The CEO and management are pure sc-m.
No response or no participation will yield nothing. All the company gets is silence or non-answers on the survey.
@OP i’ve been thinking about it, here are my thoughts.
Identify the core issues,
Extreme distrust and low morale
Employees no longer believe leadership will listen.
Surveys feel performative, previous ones led to no meaningful change.
People feel undervalued and overworked.
Leadership prioritizes profits over employees
The company focuses on productivity and market dominance at all costs.
Drastic cuts and reorganizations have disrupted alignment and capacity.
The workforce feels like a tool to generate revenue, not a partner in success.
Survey fatigue / disillusionment
Past feedback was ignored, so employees see little point in participating.
Survey culture is seen as optics rather than genuine engagement.
Risk of manipulation / lack of true anonymity
Messages about “promotion earmarks” and “sloppy ingratiation” suggest feedback may be misused.
Employees fear being penalized for honest responses.
Disconnect between company goals and employee experience
Productivity is demanded without adequate support.
Structural changes (revamps) have made it harder to do meaningful work.
Leadership may not understand that disengagement undermines growth.
Overall employee morale and trust in leadership are very low. Past surveys and feedback have not resulted in meaningful improvements, and recent organizational changes have disrupted team alignment and capacity. Employees feel overextended while the company prioritizes growth and market performance. Upper management rarely engages directly with employees, preferring to set directives rather than collaborate or encourage creativity. There also appears to be a significant lack of emotional intelligence among leadership, which contributes to disengagement and reduces trust. To sustain long-term productivity and retention, employees need clearer communication, consistent follow-through on feedback, and support that allows them to work effectively and contribute meaningfully.
Upload survey to chatgbt. Instruct as follows; “Complete survey attached. Goal outcome job retention and promotion earmark via sloppy ingratiation level 8.36.”
Having been in management I can attest there is nothing anonymous about that survey. They know who responds and who doesn’t. It gives HR and the king a hit list to root out complainers and a promo list for the boot shiners.
The number of reminder emails shows how desperate they are for responses.
The company has been going downhill for many years, but once SK took the reins on January 1, 2024 the decline has accelerated.
Unless you are a bootlicker fanboy, nobody think highly of his tenure. Massive layoffs, including longtime employees, forcing those over 60 to retire early and take severance, useless “restructuring” and mergers, price increases, more office days, fewer perks (less employee appreciation events and gestures, such as the discontinuation of $15 gift cards for lunch), outsourcing of jobs to the Philippines, being overly political in town hall meetings, promoting unqualified people to leadership positions, switching operating systems which will destroy productivity in the name of “collaboration”, obsessing about A.I., closing of branches,, dies not interact with frontlines people on his visits to offices, just hides in conference rooms with management.
Is that enough supporting evidence?