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.
Then go work for Amazon OP. Pulse is absurd.
I’ve been saying this every year to design leaders and design ops. I’ve been at Verizon (7 years). I had a terrible manager who made blatant offensive comments about race and culture. Plus he was not smart, couldn’t grasp basic ideas.
Next I switched teams and had a slightly better mgr re : no offensive comments but she used me as her therapist, no joke. My 1:1 with her would go for hours as she talked to me ant all her struggles with her job. Both of them I learned nothing from, I know more then them
Surveys are useless, they only serve a DEI initiatives.
If a company waits on a surveyed employees to tell that the company is not going into the right direction then it is doomed to fail.
Leaders need to be accountable based on results not surveys.
This is why they decreased the volume of the Pulse Surveys. When people realized the Swedish Meatball was destroying the company and lacked any meaningful vision, the feedback was reversed and comments were focused on Executive leadership. This resulted in them decreasing surveys and adjusting the questions. I heard Sam "loves, loves, loves" this.
@a2 I would love to see Verizon with less of individual contributor and more of fat layers of ADs/Dir/Sr. D/ AVP / VPs
Just see how fast they will burn it down to the ground.
My Director knows that no one can touch her so she keeps beating down the team and creates toxic environment for everyone.
The difference is they don’t care what we think. They want less of us.