Has anyone actually heard from leadership (your boss, VPs, Presidents, etc) about the VoE survey at all?
They published a high-level review of the results and promised to talk about it with us, and here we are months later without a single word being said.
Da.mn survey feedback about career progression. Now ESC HR came out a stup1d career toolkit that employees suppose to read up. Next time just keep the mouth shut.
Employee surveys are performative at best. Nothing will change. Time & effort from lower level mgrs, supervisors, and workers will be diverted to put together toothless action plans to address low findings. Top management will be promoted. Repeat again next year.
Surprised not a 10 point rating system for maximum complexity…
@1ff the smurf doesn't need employee input. His plan is to lay them all off and outsource.
Not to mention they roll out the 5 pt rating system after the employee survey completed. Timing.
And they announced layoffs “after” the deadline for doing the employee survey……timing is everything
@1fa when Murph the Smurf wants people's opinions he will give it to them. The guy's a real lame loon.
I have heard nothing of the employee survey results within IT. No mention of what the results looked like. Sad….
@jk I was very naive when I first started at 3M. I thought my “anonymous” response to surveys or 360 reviews would be kept anonymous. I found out the hard way I was very, very wrong. Shortly after my comments about my manager in her 360 reviews were shared with her she started harassing and belittling me. It was only later that a kind colleague told me nothing is anonymous at 3M.
@qm ""leadership" wants to know if a few extra happy hours per year will make everything better."
I think even a few company-paid and sponsored Happy Hours would be a massive improvement over the current BB environment of no rewards programs (Everyday Wins is dead), no service dinners, no Holiday celebrations at the sites, etc.
Heck, we could even grab a scotch and "toast" to Tireman and Dom for driving this once-innovative company into the abyss
@jg Disagree. In my experience, basically no manager will publicly reinforce or validate an employee complaint directed at higher levels. So managers might, supposedly, want to do what is "right," but if the starting point of a solution is acknowledging "the company has no concrete R&D strategy, and the CTO who's been there 10 yrs is doing nothing but warm a chair," no manager is going to "take that to heart" and go up the chain and deliver this feedback and ask for change on behalf of their reports.
Maybe they'll ask employees it hey want to do a "hoppering" exercise to feel more innovative, or do team building, or explain "well, change takes a while but BB is doing his best" or point to some minor counter-example... but bottom line is they won't hear exactly what employees are saying and address it with those who are supposed to have the responsibility and authority to make a direction change.
Managers are allegiant to each other and what the company professes, not the truth or what is right/best.
@b9 So true. Poor scores focus on things like exec leadership trust, vision, direction... but at the reviews, they are asking employees for their ideas on making it better.
How about something inspirational and meaningful? Put employees before shareholders. Make 3M an R&D company again. Let people invent new things. Let them spend time with customers or new markets.
Hilariously, the external message has remained the same for decades. Some shtick like, "3M is a leader in new to the world technologies, combined in novel ways, bringing game-changing new solutions to address our customers' unmet needs" or whatever. So how about just let us do that instead of pulling the layoff handle, stock buy-backs, endless restructure shuffles, chasing cost-downs on 50yr old milked-dry product lines, and whatever else.
Employees are uninspired at the fundamental identity and direction of a global corporation and "leadership" wants to know if a few extra happy hours per year will make everything better.
@jh true story. One leader of a large organization 50plus employees had a large number of people respond and respond negatively. The leader then got a 2-on-1 with a boss about 3/4 levels above him and a senior HR person. They reviewed the results and scolded him. Told him that he needed to fix the morale issues in his department. Told him another bad survey and he'd be replaced.
Guess what happened the next year (the leader quietly told a few direct reports who spread the word). Hardly anyone completed the survey and the few that did were positive.
The survey will be used as a spear against your team. Just say no.
@jg I distinctly remember when one survey asked of management cares about the employees. And the same survey asked is leadership making decisions today for the best long-term for the company and employees.
Both scored under 10 percent for the "strongly agree" - when asked at one of the "listening sessions" a senior VP stated that the answers were directed at lower level bosses. Mainly your boss and bosses boss. In other words, we will give you your opinion when we want it.
Then he went on to say that senior leaders and CEO are evaluated by Wall Street. That is the measure they use. Stock price.
BB is such a cheapskate that even Every Day Wins are in the deep freezer. Perhaps only a memory. I haven't heard of a single move he and his cronies have done to better life for employees.
I'm kind of surprised he hasn't terminated any additional pension rewards. I believe 2028 is the last year to add to your pension. BB can probably sc--w the Port I and II employees a few more times and buy back another billion in shares.
@em Don't forget the negative reviews you will start receiving after completing the anonymous survey. If you give any negative feedback, trust me they WILL find you!
One thing to consider, your front-line managers, and directors, and usually VPs don't get to choose or write the questions in the survey.
The questions come from corporate and they are specifically designed to make the executives look good. Ask yourself, how would you answer the questions in a way to express the sentiment 'My direct manager is okay, but BB is trash as a CEO, and should be disposed of similarly?'
These intentionally designed vague questions are why your managers are often trying to get more information. The vast majority of them (definitely not all) really do want to do what is right. I know I've had to do follow up surveys to get to what was really bugging my staff. (and yes, sometimes the answer was me and I changed as best I could)
Last stage : a specific training to convert your mind and make you understood you are the source of the solution that is that you are the source of the problem
I’ve seen this happen twice with managers.
Round one: Employees provide anonymous feedback.
Round two: A few weeks later, the manager presents the survey results.
Round three: Any negative feedback—especially comments about the team or the direct manager—is openly questioned or described as “unclear” by the very manager it’s about.
Round four: The manager wants to “clear up” these supposed uncertainties and asks employees directly what they meant. Of course, no anonymity. Maybe it’s a way to figure out who the outliers are?
Round five: The manager then asks employees to offer suggestions for improvement.
Keep complaining ai coming for u all!
We have started talking about the results at our plant and have started to address any issues that are happening.
the surveys have just been a tick box for HR for the last 10 years, they don't listen to anyone lower than a grade 9 supervisor, believe me, the rot has taken hold and bits are falling off quicker now than ever, it is amazing to see the patchwork on each plant now literally , each employee who has been with the company over ten years is hammering away consistently but with zero incentive for personel growth, just a paycheck, this is all the company care about, just getting away with the bare minimum communications with the bottom feeders.
The issue with the survey is, while it shows top executive is "concern" about the employees, the action items end up is being pushed to supervisor level. Which in turn, the supervisors will be asking employees how to improve??
Thats why employees no longer want to provide feedback survey
I quit during the surveys years ago. Never any action taken by senior leadership. Sometimes, even the results got distorted by comments from leadership.
Still remember when people complained about the changes to health care that made things more costly.
Management's response? - we clearly need to improve our communications about what an industry-leading health care coverage we provide for our employees.
Never owned the issue. Just explained it away.
No chance BB gives a hoot. He's probably golfing right now with some people who will be the next external hires as VPs.
VoE is a waste of time
The results have been pushed to the supervisor levels and action items suppose to be followed up by them.
What a farce