It’s not just inconsiderate, it’s downright disrespectful. And honestly, it feels deliberate. Keep people on edge, constantly anxious and uncertain, and they’re easier to control. Easier to make them grateful for the crumbs that fall off the table. More willing to go the extra mile just to keep their jobs. Eventually, you end up in a mindset where you lose all perspective about your own interests, your worth, and the opportunities beyond. That’s the core principle of corporate culture. Everything else is just fluff.
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They are the ones who get paid enormous salaries to “strategize”. They can strategize to make it better. Not the folks who barely get AIP and Merit. Or anything other than a damn mug for Customer Service week. Our ELT make 20 million plus each. And they are all on Boards at other companies making millions. VP’s make crazy salaries, have major stock incentives, and hire folks to work their emails. Then they show up, give some fluff, and disappear again. If we all quietly do the bare minimum it’s malicious compliance and maybe they can “work” themselves for those millions. Nothing justifies the money they make. Not when we tried to cap anesthesia. Just sick .
@d5 bingo! You win or maybe it’s lose…. They don’t care. It’s always the associates’ fault, never theirs or the culture they cultivate.
I just read this -
RTO was going to happen no matter what and the only things that wanted to hear come out of the group is ways to make RTO more "acceptable" by the associates. In another group for "opportunities are given fairly," they wanted it to be looked at mainly from the associate level because they didnt feel as if the associates were learning new skills so that is why they are not being considered for promotions or stretch assignments
- learning new skills - from what via RTO - "collaborating with people who are totally disconnected from each other in terms of function - what new skills will I learn -
- not considered for promotions - like there are so many opportunities - rarely available so hard "not to be considered for jobs that don't exist"
- considered for strech assignments - WTH is that - doing the work of 2 people already since we are so short staffed - do you want me to do another departments work, or my boss so they can take credit for it while still doing my own job
Are you kidding me
@ae been in these focus groups in the past. It is all smoke and mirrors. They want the associates to take accountability for the things that they "complain" about but leadership can continue to pass the buck and blame the employees for their responses on the survey. Oh they implement shadow "concern" by making themselves "available" once a month to meet with associates to "hear" their concerns but nothing is ever done. The RTO came up last time in the survey. The people in the focus group for that survey result were told that RTO was going to happen no matter what and the only things that wanted to hear come out of the group is ways to make RTO more "acceptable" by the associates. In another group for "opportunities are given fairly," they wanted it to be looked at mainly from the associate level because they didnt feel as if the associates were learning new skills so that is why they are not being considered for promotions or stretch assignments. Again blaming the associates instead of looking at the favortism and leadership failing to teach their leaders how to properly mentor and build associate skills. The focus groups are a joke and are only there to give associates the illusion that leadership cares about how they feel or what they experience.
@ae agree 100%
Because if they REALLY listened to what we were saying on these associate surveys then RTO would not be a thing.
They expect all of us to fix it. That’s how out of touch they are. The associate survey results have just been given to everybody as our homework. They know the concerns. It is their job as leadership to fix it and address it. But they don’t want to address it. That’s why they’re creating focus groups and having us give the bright ideas of how things can change. But none of us have the power to implement any of those changes. Only they do. But they’re not going to. But they wanted to look as though something is happening so that way the next time the surveys come around scores can improve. It’s all smoke and mirrors.
@ab agreed! Take all the training you can so you can add it to your resume.
Bare minimum all the way!!!! Watching my coworkers lose their minds over stupid things while I surf the layoff on my phone. Extra effort gets you nothing here. Don’t ignore your family, health or mental well being for this place. Leadership caused this apathetic attitude. They get paid the big bucks to figure out how to fix it. But my guess is it’ll get worse with this group of clowns.
You're doing it all wrong. Become a master at quiet quitting. They don't care enough to notice and when they do, you'll be in a better place where it won't matter and you'll be 10 steps ahead.
Wait... You guys got crumbs?
I’m not grateful for crumbs anymore…..they get the minimum…no more going the extra mile