Perfect time to share your distain of these layoffs and reorgs. Amazing how layoffs and reorgs always happen just before the survey. Lets let them feel the anguish we have from a constant threat of WFR.
19 replies (most recent on top)
- TD don’t change a dang thing, it ain’t gonna fix nothin’, so don’t expect it to.
- Scoring your boss low won’t do a lick of good, It won’t change how they’re treated, and it sure won’t come back to help you. Like your boss but unhappy with MD, JC and their leadership crew? Low balling company based TD questions will mainly hurt your boss.
If you really want to send a message to Mike, not fillin out TD is much louder, but read point 3 before you do that.
- TD ain’t completely anonymous,
Sure, your answers are meant to be private, but the system still tracks who’s filled it out and who ain’t. Your manager’s boss gets a weekly list with names of folks who did and didn’t do the survey. Just sayin’.
- Yeah, they do read the comments,
So if you wanna stay anonymous, don’t go writin’ stuff that makes it real obvious who you are. Keep it plain and to the point.
- Stick to English, y’all,
If you’re on an international team and you’re the only one speakin’ Spanish, best write it in English. If that’s tough, go on and use ChatGPT or something AI to help you out.
- Whatever happens, y’all know car crash results will be spun in a positive way, with those yearly familiar take with a pinch of salt statements like “we hear you blah blah blah”, “when compared to other companies blah blah blah” and “Dell is awesome blah blah blah”.
I’m not taking it this year. There’s my ‘tell Dell’, radio silence.
Senior leadership doesn’t care. Myself and numerous others wrote specifics and named names and nothing was done. Example given as well. Nada. Zip. Zilch. Dell simply does not care. Once everyone has been laid off and only senior leadership remain, they still won’t care
I've been giving 0s for years regardless. They not care. But keep in mind, is not "anonymous" either. Say something they/society considers offensive, HR does contact you directly.
I remember giving one item the lowest score and it was mentioned in the org staff meeting. Talk about anonymous!!
Don't trust this Tell Dell.
You will get let go when you complain too much.
This is how the survey works.
Anonymous? are you kidding me?
yes, that is true regarding the sc--wing the new manager
What's stupid with all this is the people that are re-org'd to new managers are going to be sc--wing over the NPS score for their new manager ("your leader"), instead of scoring their former manager, even though they may still take direction from them.
Right? Nothing motivates the troops like “We su-k… but slightly less than the next guy.” Truly the gold standard of leadership.
Maybe go with sarcasm. “I think leadership is charting the right course for us all” and “I want to be part of the future Dell”. Praise all the attention to soft issues, maybe go all greeting card sappy, “it’s a brand new day for us all” or “together I know we can make for a brighter tomorrow”.
Tell Dell is a waste of time and key strokes. Save your fingers.
What movie or sitcom had that line with a team chanting, “We are not the worst! We are not the worst!”
Newsflash.
They don’t give a cr-p about Tell Dell.
Not one cr-p.
Just get out already. Stop waiting for Tell Dell or your manager to save you.
It’s not getting any better.
I do like this annual chance to get things off my chest, but I don’t kid myself into thinking the ELT…especially JC…gives any sh--s.
They have proven the last 2 years they dont listen and don't care. Best of luck. My thoughts are if you speak out that might help land you on the wfr list so if that's the goal.... then be loud!
No one cares, don't waste your time. Let them figure it out themselves once all the great people that are left are gone and they need them.
At this point, it feels like Dell only goes through the motions of gathering employee feedback without any intention of acting on it. These surveys have become a performative checkbox exercise to say “we asked,” without truly listening.
The message is real clear - employees are just numbers, and decisions are driven by cost-cutting and control, not care or culture.
Since DEI was quietly eliminated in Texas, it’s hard to ignore the broader message that employee rights and inclusivity are no longer priorities. The shift away from valuing people in favor of Draconian mandates and arbitrary metrics is disheartening. Morale is low, trust is eroded, and the only consistent message we get is: “You’re replaceable.”
*disdain
Do you honestly think they'll care if we get lousy marks? When the eNPS score sank last year, the response was "We're still better than others". There's a rallying cry if I ever heard one!