https://www.foxbusiness.com/technology/dells-employee-satisfaction-rate-plummets-workers-express-frustration-policies-report.amp
Word is out there and it’s in the street.
Let’s see how they answer to these article's. If they do.
12 replies (most recent on top)
Everything I've heard is CW was making Jeff Clarke look really bad by being sensible and looking long term instead of at immediate profits. JC felt threatened enough to have Michael remove him.
Jeff Clarke vs Chuck Whitten. From the outside, stomaching my way through JC’s cringeworthy videos and presentations, it’s hard to understand how JC is still here while CW was pushed out so quickly. Did CW royally f*ck something up? Did JC just strong arm his way to being the sole COO? Wtf happened there? JC is such a pathetic excuse for an executive (that honestly could be said for many Dell executives, though…).
JC seems like a massive, buzzword salad-spewing, grifting, wannabe-intelligent, mendacious DOU--E. Consistently. Every single one of his videos they try to make us watch he comes off as literally unbearable.
Why these types tend to cluster together so often seems to come down to one simple thing: the willingness to lie in front of each other to deceive a target audience in the pursuit of more money. It's like their calling card, how they recognize their own and let them into George Carlin's proverbial "club you ain't in".
Go Down Vote Bot Go!!!!
Lol - cool bots, Michael
People don’t trust the system. They just know how to play the game well enough to keep getting paid. I don’t think it has anything to do with leadership excellence.
When companies like Dell run these surveys and highlight leadership scores while downplaying things like compensation, transparency, and process dysfunction, it’s a signal: they’re more focused on perception management than real change.
Why?
Because:
• Fixing compensation means spending money.
• Improving transparency means giving up control.
• Streamlining processes means addressing internal politics and bloat.
There’s no financial or structural incentive for leadership to act unless the pressure is external like bad Glassdoor ratings, media coverage, or mass attrition.
So instead, they:
• Spotlight how much people “like their leader” while ignoring how little people trust the company.
• Act like “coworkers / the people” is a company win — when really, it means employees are surviving despite Dell, not because of it.
• Turn surveys into marketing tools rather than roadmaps for change.
Because when the real pain points are system-level, but the company only brags about the manager-level praise, it’s clear: the intent isn’t to listen… it’s to deflect.
glad I got the boot from there. I highly recommend it.
I think the attitude of leaders is hitting a new low.
I saw a director today, he was one of the top notch ones a few years ago, he is articulate, intelligent, has a good relationship with everyone. He used to attend meetings wearing Brooks Brothers clothes and highly polished shoes. Today he was wearing an old tshirt, flip-flops, and cargo shorts…
I hope management does not get too excited about 76 score for the leaders.
I know my boss rated very highly among all her staff. Best boss I’ve had in decades. However, she gets extremely frustrated that although she reports to one director, there is a dotted line to another. And I get the feeling those two clowns don’t like each other.
A step above my boss is a chaotic circus. Conflicting policies and priorities while they try to reach certain numeric goals they are ki-ling morale. It seems like most of the money for new tools goes to something that generates a management report.
Doesn't matter.
MD clown will pay for some positive press promos
Not a good place to work anymore. It’s all due to JC.