Since the results were released I've been in three separate calls arranged by mgmt where we all get to be open and ask "hard" questions. My question is what's the point of doing a survey and then multiple follow up question sessions. Are we saying Tell Dell is not comprehensive enough or you just don't like the answers and so are trying to change them?
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Let’s not waste another second pretending. Dell leadership knows exactly why the scores su-k they just don’t care. And they’re sure as he-l not going to change course. A 32 eNPS? That’s not a warning sign to them it’s background noise. The message from the top is crystal clear: “Full steam ahead. Eyes closed. Hands off the wheel.”
Such a waste of time. They know why the scores su-k. Not a single person believes that the ELT is going to change course on things that would make the scores improve. They aren't going to loosen up on RTO, stop laying people off (oh wait, we can't say that word... we must call it "change" and "modernize"), because they got a 32 eNPS. Full steam ahead with all of it, and more pre-recorded condescending videos from JC, JS, and the rare appearance of MD when he chooses to come out of his ugly castle, in the name of transparency.
They’re using inflated internal scores to distract from the fact that real sentiment is not as rosy as they’d like it to seem. What matters to employees is barely addressed just tagged as “areas to improve” without any action plan.
@ar repeat repeat repeat for the last 3 -4 years!
You don’t understand. If you don’t give a good Tell Dell score then you’re the problem.
Cut. Replace. Reorganize. Repeat.
What phase do you think you are in now?
That seems like a waste of time considering they dont care what employees think. I'd tell them that in the meeting and ask, may I go back t9 do some real work now?
As a former director, I have been in the meetings discussing the surveys in the past. The leadership has too much of a focus on initiatives and not enough focus on people. For years, I strive to make sure my team was happy and loved what they did every day. My reward, moving to a new role without direct reports.
I recently made the decision to move on in. This will be my last summer with a business I felt I would retire at. The past will always have good memories, but the present is too toxic to risk my health and happiness. Good luck to all of you trying to grind through this hopefully real change happens but personally, I don't have any faith that it will.
It's their way of pretending they care. Does anyone actually think leadership doesn't know the reason why the survey is so bad. They have progressively treated their employees like trash since Covid. They knew what they were doing and felt like they had so much power. Nothing they could do would hurt the company. And making these changes they knew the survey would be bad so why pretend that you care. They should just come out and say we've had to make some hard decisions that do not benefit employees and it's gonna take some time to build their respect back, but we aren't making changes to anything we've done.