Is there evidence to indicate the company uses eNPS results to remove defective leadership? Personally I had expected to see some lower level turnover following the survey from last year.
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god I don't miss being mismanaged at att. been to two places and would go back to both of them in a heartbeat but no way in he-l would I go back to att.
att does not manage normally like all other companies and it just really sucked working at att wish I left years before. att is just not a good environment. you have a bunch of look at me special employee hires or whatever you want to call them running around acting like geniuses and everything gets done by the people who get laid off and actually do the work. but hey they got a bunch of georgia tech ms in computer science degrees maybe they will save the company with products like uam or automated patching. lol can't say that with a straight face.
Irrelevant with regards to surplus. At one point my org had highest eNPS, business results, employee engagement, etc and I was surplussed. Why? because I was the one with a c*ck
Not only zero impact on surplus, it has zero impact on the feedback received. It is exclusively cherry picked for employee satisfaction for the meaningless JDPower ranking award. Never, ever saw a change as a result of it, and never will. Furthermore, it’s not anonymous as suggested.
eNPS is another lip service, executives talk big and do nothing.
Oh yea, remember all the awesome benefits choices offered last fall's enrollment period? HR was touting the new plans were delivered in the name of employee feedback. I for one, wants to know who said they wanted pay more and way less coverage. My SVP was really proud and declared that he has the same benefits plans as the worker bees. Surely he didn't give feedback so he can pay more premium, deductible and copayments, right?
My current group has an unwritten rule of always giving the highest scores but giving the real feedback in the comments.
Several years ago in retail, I saw the director with the lowest eNPS score in the market get promoted. That person is now a VP.
As always, it depends on the organization. But, I don’t know anyone who makes leadership decisions or coaching based on eNPS feedback.
They don’t carry if you say anything negative in those surveys. They only thing they seem to care about is whether or not you do them.
Nothing matters to T when it comes to layoffs.
You've had exceptional performance reviews each year? Sorry, you're out.
You've successfully completed two nanodegree programs? Congrats, now scram.
You earned a Service Excellence Award? Good for you, now clean out your desk.
You volunteered weekends and nights during critical rollouts? Thanks for the help, now beat it.
Your work is always done on-time, to spec, and without major revisions? Impressive, but don't let the door hit you on the way out.
That was me. All of those things. I was sent packing in Fall 2019. There is no such thing as safe at T. Your dedication, performance, loyalty, and enthusiasm is just there to be exploited until another executive forkup means layoffs are needed to compensate.
Forget it, Jake. It's T.
Give careful thought about saying anything negative in eNPS. It could be your management can figure out it was you. If so, you increase your chances of making the next surplus.
Your manager can use it as a way to justify giving you poor “leadership” scores if they don’t like you.
Otherwise, no
Where you are at on an org chart carries a greater weight that your performance, pay, or title when it comes to cuts. I never participate in eNPS because all it has done in the past is make the job harder or caused more senseless training requirements to be forced upon me.
None. Zero. Zip. Nada.
As a matter of fact, there is no evidence to suggest the company uses eNPS results for anything at all. Which is why they are a complete waste of time.