So uhhhh…are we not going to talk about this? Results were atrocious. We think anything is going to happen or a lot of hand waving and being told we should appreciate our jobs?
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@f6 They get to stay because they “know someone.” Do you actually think there are any morals behind these leaders. It doesn’t help that we have an HR team that is completely corrupt and incapable of truly managing issues and holding people accountable. So speaking up isn’t an option. Just roll with it. It’s the “Brojoe Culture.”
How does one see the AES results?
This has got to be the worst results eh? Was expecting bad but not worse than the JD's time. People are furious. Nothing changes. Life goes on.
I don’t understand why Nike just doesn’t drop the annual Engagement Surveys. They could blame it on cost cutting.
@f6 the day we have answer to this question would the same day Nike gets up and get back in the game
sudo rm -rf AES*
done.
Funny. I was a senior director who got laid off a couple years ago.
Top leadership always blames low scores on PRIOR leaders. LIke - the ones right before them. So nothing for them to learn.
Also - if you say it is bad - often times the TERRIBLE leaders will sit down with the team and ask "why" and if you answer the truth you are out so these meetings are very painful.
Always better not to answer or provide "good" feedback like "hey it is great". It saves you from having to go through the pain of explaining why the leaders are terrible given that nothing changes at Nike to fix these issues and they just get worse.
@eq Agree this is the fundamental problem. All the people in positions of power are not focused on solving problems or doing what’s right for the business. They’re focused on covering on covering their a-s or making themselves look good.
You can clearly tell the good leaders from the bad based on the results of these surveys. How long are you going to keep these bad leaders? Why do the same bad leaders who get terrible results continue to remain in power?
Unfortunately, engagement survey results are not used as a data point for anything. Most of the time the results aren’t even shared with the respective team. As long as you have CYA leaders, like the poster below says, these surveys accomplish nothing.
Things like this are not of value (not read or really even looked at) until; (1) CYA culture is eliminated - currently there are multiple teams/orgs that spend more resources playing CYA than fixing issues costing $’s, and (2) they’re not anonymous (they’re not anyway, but that’s another topic). Conversation/Input is only ‘authentic’ if the speaker thoughtfully prepares and states in a productive way, and is only of value when someone is listening. We know where the issues are, we know what is causing large amounts of $$$ to be flushed down the toilet - but nobody is listening. Until we can do basic OTC processes right (operationally and systems), we will continue to bleed cash and spend all our time chasing the same silly and resolvable issues over and over. Just stop —- seriously. Stop touching everything by hand, fix the bad design and poor implementations of systems, and hold teams accountable for making mistakes. Having whole teams dedicated to covering up mistakes & problems is why we are unable to move forward. It doesn’t matter if VP X has a broken process or system, we’re not saying you’re a bad person because this happened on your watch or your predecessor’s —- just stop the CYA and throwing the folks pointing out the issue under the bus, and spend that same time & effort to fix it, and save all of Nike $. So many things are like a snowball running down hill getting bigger & bigger because of some small mistake near the start of the process. Own it and get it done … only then will relational trust between teams begin to build again. Culture has degraded to lobbing grenades at each other instead of collaborating to do what’s best for our Customers and Nike and our Employees
The surveys are a complete waste of time that will only serve to put a bullseye on you. I know managers who had a literal file full of serious complaints about their abusive behavior. Everyone knew about these folks.... "well, he gets things done" rolls eyes my experience working a decade at WHQ got me as close Ive ever come before or since to literally asking a leader if they wanted to step outside and discuss what they just said to me. Ive been so much happier since I left years ago. They have zero intention of changing the culture.
I been ranking Nike and my manager zero for years. Nothing is happening.
Nike leaders are atrocious. More new at 11.
@b7 we can safely say the AES does not
@a8 That's not true... some elevator door close button actually do something.
I didnt respond to AES. It's an utter waste of time and hope. Nothing changes around here except more VPs and snr directors pad the layers. Still no strategic vision in GT and pi-s poor execution.
Why don't I leave? Trying to coast to early retirement. I need to work only around 4 hours a day which gives me plenty of time to pursue other things besides work, spend time with family... Sticking around to collect my monthly pay check. Opportunities in Portland are limited. Plus the commute is not bad.
I used to be an engaged enthusiastic employee. Now Nike has ground me down so much with its toxicity and duplicity, I don't care. I will meet Nike exactly halfway... And no more.
They should just change the data and put fake instead showing that employees are better and happier.
I can’t wait for the earnings calls to blast out the bad leadership. Short the stock
The AES is like an elevator door close button - just there for the optics
I think they will slice, dice, filter, and fiddle with the data, to be able to present a few narrow items that can be made to look ok. The rest will end up in the sh----n.