When I joined Dell through an acquisition, in the first Tell Dell survey we all filled it honestly - the good and the bad. As a result, my unit was one of the lowest scoring in Dell, and we immediately heard about it from management - our culture is bad, we didn't integrate well, budget cuts followed, and basically we were punished for our honesty. Some of my colleagues reached out to Dell employees who told us that we were crazy to think that Tell Dell was supposed to solicit any honest feedback. "Just make sure you give a 9 or a 10 in the most important question - if Dell is a good company to work at. That's what we all do." Management is so proud of the NPS score getting higher every year - I think it will cross 100 soon and break the laws of physics. But is it meaningful? How is it in your unit - do people give honest feedback, or do they bluff in order to look good? For my part, ever since that year I give it all 10 - everything is great, everything is amazing, Michael Dell is the reincarnation of Shiva or the return of the son of the lord, or whatever they want. Getting hit on the head once for being honest was enough. So, is it only me and my unit, or is it a well known secret among employees that the Tell Dell is b**t and you should just give top marks?
13 replies (most recent on top)
No point in doing the Survey, it’s just marketing, nothing ‘Meaningful” to the employee comes of it,
“oh that’s out of our hands” or “We’ll go back to Management/HR with that.”
Why bother.
Nps score tied to a bonus plan...yup I promoted. The first year I told tell Dell leadership were id--ts, I got the Wfr. Took the severance, bagged an excellent job with an awesome company. Thanks Dell. I enjoyed the several month vacation with pay.
My cyber security manager told me I better not give him a low score lol
That tells it all.
If you respond honestly in the key question they will create a graph outlining results and if you rate low you are considered a disruptor.
I’ve entered the same answers for the last 5 years and there has been no change, progressively worse, what’s the point?
Management will punish you to the point of harassment if you say anything negative about your leaders.
Its subjective. You may have situations where the issues are a known quantity and the management deal with it appropriately by providing more data.. . or issues where a disfuctional group simply highlights they are not going to be good fit onwards. It's not black and white
In my interview my manager gave me a cup of Kool-Aid and said drink up.
DELL forever
I responded honestly. WFR followed.
Why lie on a survey - just don't respond.
we have meeting with HR to discuss manager's bad scores
Well known “not a secret” for decades now.