Did you guys complete it ?
14 replies (most recent on top)
Yes I did…I didn’t have an option to stay here more than 5 years.
@ew I’m in the same department and you’re spot on. The Supervisor is totally inept. The Sr. Manager - no words to describe or offer up tell anyone what she’s accomplished. The hysterical part is that we manage multi million dollar accounts and this is the “leadership team”…smh.
I’m one foot out the door so nah not getting my blood pressure boiling. I really want to make comments about the incompetence of my immediate supervisor and the senior manager..This person has been in the role for a year and a half and the ONLY thing to our department ever written was to take the pulse survey…the supervisor has been with the company for 20 years in sales and is not even capable of the basics- timesheets, leading a call, running an effective 1;1. It’s pathetic….so nope not wasting 10 minutes on that.
I know it works to throw your crummy management chain under the bus because my leadership was scared to death of pulse surveys.
does your leader cheat on in-office days? do they show favoritism? do they seem bad for the company? let Danny boy know in the Pulse survey. no complaint is too small. scared to say something too precise? make it vague- that’s just as damaging. get your leaders fired NOW! because they will fire you next
Do you really believe it matters - I will only do it if my Director forces me to
report all the bad things your management team did. those horrible SVPs AVPs and Sr Directors should be fired. and your Pulse feedback will help accomplish that!
remember, this is your biggest power move!
just remember that it's not anonymous. so if you need this paycheck, think twice.
It's not like the answers matter, anyway.
Find a friend bat work
@a7 Yep, straight fives on everything. Why cause your manager who has no control over things to have to waste your team's time with "get well" meetings for the next 6 months?
I never recycle my Post-its, but this one just hits home. Last year, a familiar fury friend asked a simple question that sparked a significant response, highlighting the importance of self-care and self-reflection.
You all know I believe kindness is the ultimate superpower — but too often, we see it only as something we give to others, not something we extend to ourselves.
It’s time to change that.
We need to check in — not just on each other, but on ourselves.
The truth is, many of us are carrying more than we let on. The pace, the pressure, the constant waves of everything happening in the world — it adds up and it can be a HEAVY load to shoulder. And if we don’t take time to pause, breathe and acknowledge how we’re really doing, it catches up with us.
Checking in with ourselves shouldn’t feel like a rare act of care. It should be part of how we work, lead and live. Because emotional resilience starts with awareness — noticing when we’re stretched thin, speaking up when we need help, and making it safe for others to do the same.
If you lead a team, make check-ins part of your rhythm and rituals. Ask how people really are — and be ready to listen. Create the space, model the behaviors and show that care isn’t a policy — it’s an essential practice.
When we care for ourselves and each other, we build stronger teams, deepen trust and deliver better results. Because people who feel seen and supported bring their best — to work and to life.
So let’s make “How are you doing?” more than a greeting. Let’s make it a habit.
Most importantly, let’s do this together. 💞
Here is what Dan's AI tells us ....
- Cover and optics — it creates the appearance of listening and caring, which can be used in PR, recruiting materials, or to satisfy board/investor questions about culture
- Legal protection — documented evidence that the company "asked" and "addressed concerns" can shield against wrongful termination or hostile workplace claims
- Justifying decisions already made — surveys are sometimes used to manufacture data that supports a restructuring plan leadership has already decided on ("employees said they wanted clearer direction, so we consolidated teams...")
- Flight risk signals — if they're planning more cuts, knowing who is disengaged helps them decide who to keep vs. let go
Don't forget to mention in the verbatim section how much of a greedy, heartless, out of touch dou--ebag Dan Schulman is.
Give them honest feedback. they will RIF you anyway
Yes, everything is great! They would never listen anyways, it is another waste......Let the stock price tell the truth.