Reading through the survey, it seems like they are trying to pay attention to morale.
Curious - what prompted this 180? Is attrition higher than they wanted? Are high performers leaving? Anyone have a pulse on the ELT?
Respectfully, why do they care if we’re happy to work here? They didn’t care last year. Seems like the new org is chugging along exactly as intended - standardization & attrition.
@j4 damn that’s crazy. 3 of my direct reports and I were all fired recently because an individual contributor reported our work quality in the employee survey. My goodness, the system must work! /s
@wf gold
I'm a long time employee and I got fired because someone left a comment on the survey that me and my product line were d-mb
It is 100% NOT anonymous. They even tell you that. Confidential does not mean anonymous, people.
How is the survey anonymous but we all have a unique link…
Give them what they want! Tell them what a sh-t show this turned out to be. Give them your honest opinion and sit back and watch nothing happen. If they actually implemented employee suggestions maybe morale would stand a chance of getting better. Morale is lowest I have ever seen!
@j4 it had nothing to do with your feedback, I promise you, unless you’re on the ELT yourself.
@am
I commented the problems I saw in a specific team and used job titles and product line names. 4 people in the management chain were forced to retire. I Used specific examples of issues resulting from the decision the people were making. They were all forced out. So somebody read my input because several long term employees were forced out.
@OP Respectfully, only an id--t (MW ? 🤔) and those id--t consultants (pick your favorite grifter: McKinsey, Deloitte, BCG? It’s all the same cr-p regurgitated over and over) would have expected this new operating model to work, given their sloppy, lazy, and ignorant, and destructive work.
Day in and day out, more and more cracks in this ill-advised attempt at savings and efficiency are being exposed.
And now they want us to fill out a survey and tell them how we’re feeling. This smells of desperation and too little, too late. NOW you id--ts figured out that this isn’t working and you’re losing your best talent that’s fed up with this amateur-hour attempt at driving competitiveness?
Your little Mickey Mouse survey ain’t gonna tell you how to fix the rotten-to-the-core culture that’s festering like butthole cancer on a 104 degree day in swampy Houston.
The employees who cared have either already been laid off, left of their own volition in disgust or are still here but so beaten down and exhausted that they cannot even muster the energy to give the illusion of giving a sh-t anymore by filling out this laughable survey.
This place is like roadkill. You spot something in the middle of the road. You stop to get a better look. You’re curious as to what happened. Then you get closer and you see the carcass in all its gore. You ponder what to do. Should you report it or move it out of the way? It seems impolite to just leave it. But then you start to get a whiff of its decay, and you nearly hurl. Yup. Time to get the he-l out. That rot is latching on to your nostrils. Let MW do the cleanup, since he’s the one who was barreling down the highway with zero regard for the path of destruction he was causing. Maybe McKinsey or BCG can tell him about their functional benchmarks and how many overpaid consultants it takes to get rid of the stench of a dying op model.
More work, compressed pay and advancement opportunities, clear evidence that this hasn’t worked quite the way they hoped…I’m not sure why the high performers leaving surprised anyone. When you produce this much turmoil anyone with options and no anchor keeping them will leave.
What prompted it was the consultants said “ask about their feelings so they think you care” so they threw some questions on. Nothing will change, even though yes attrition of high performers and future leaders has caught them by surprise.
I'm just impressed by the recent improvements in tracing corporation, business unit, team goals to specific and measurable PMP objectives that are SMART. Things were much more stressful before.
A few years ago the biggest problem was that people felt overworked with no career growth and no clear vision on the direction of the company. It's amazing how much things have improved
Over the years, cannot think of a single meaningful change that resulted from the survey.
Next reorg should be replacement of the ELT and all their direct reports.
Then remove anyone suggesting using external consultants to help with reorg.
Now we might have a chance.
those questions have always been there in one shape or form.
They want to hear how unhappy everyone is so that when they go straight into another reorg or another round of layoffs they can say that they “heard us” and are making changes