Thread regarding AT&T layoffs

Oh no, trust me, if you want to get their attention, just don't take the survey at all. Nothing quite gets the point across like the " F it, no one bothers to read these anyway " attitude.

Upper level management has kittens because their " participation numbers " are lacking. You could write on your survey that you're going to sit on the roof of the CO naked, covered in green jello with a rifle and no one will even read it.

Don't take the survey and cause the numbers to go down for $executive however and they will lose their minds.

I don't remember a question rating the executing level (I could be wrong), the highest level I remember was at the org. level which provides those in power a level of impunity. McFresh will just push the individual bad scores to those under him.

They had to come up with a new scoring system because the old numbers kept going down. So reset the system and you can't compare the old system to the new.

Also comparing different divisions to the average is a meaningless rating if the average is bad. Only means some divisions think it's not quite as bad.

Tried yesterday for half an hour to find the actual survey results. WHERE are they??? I found a pretty HR page with links to videos and pdf but no survey results, links were taking me back where I started, got frustrated and gave up. Appreciate if anyone can list the click-steps or direct link.

No difference than the recent push for us DTV Techs to pressure our customers to rate T as a "recommend to friends and family" to pump up the NPS score.

Only two reasons NPS matters - first reason - bragging rights amongst CEOs on the golf course. Second reason - convince somebody to buy us.

I'm betting on reason number two.

Putting lipstick and a wig on a old dying pig.

Employee surveys are outdated and a new approach is needed.

Perhaps, the leadership team can pose as new employees (undercover boss type of thing) and observe their work groups to learn about the current work environment, culture, and work load of their work groups. This will equipped the leadership team with vital information about those groups to make the necessary adjustments if needed.

Bottom line; why is my stock in the toilet?

I was brutally honest on eNPS for the last 6 years. They finally got me

When you get up in a townhall and say layoffs weren’t by location when a bunch people got laid off or were forced to move because location what do you expect

NPS and eNPS were previously used to justify executive pay and inflate the stock price by misleading people into thinking that customers and employees are oh so happy and all is well. Until, the last round of surveys only showed 25% of employees showed any confidence in executive decisions. Employees [and customers] had long been 'coached' to click the 10, and just type up any 'opportunities for improvement' in the notes. Especially the question about 'would you recommend this company to your friends and family' - ergo, if you rated it poorly, it meant that really you don't want to work here. And your supervisor got "coached" as to why he cannot control his people. Good to hear they got rid of that thing, although I am not certain if a culture survey is any better. It will never be anonymous. Just a different trap to weed out the next targets.
As to why they never understood that unhappy employees can only produce unhappy results is beyond me. Charisma or lack thereof is a b—.

All these self reported surveys are practically 100% useless, because most employees ARE NOT GENUINE about their views, for obvious reasons maybe if these surveys were truly anonymous) .

Play the hand your dealt some as that.

so management is under the mistaken assumption everything is sunshine and rainbows. But really in the end it doesn't matter. Me and you are WORKERS were basically high paid widgets , I'm not asking my widget how to run the company. Of course management will give all these warm and fuzzy bs about transparency and sh–s but it's all just another day at the office for them.