One of the questions for the Weekend is about unionizing IT. This sounds like a great idea at the surface but is unlikely to ever happen. We would have a better chance demonstrating during Annual Meeting to show the field and policyholders just what is going on and get some media attention. If the money isn't going to them in the form of dividends (which are down significantly) and its not going to employees in salary or benefits, where is all the money going???
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Studies show it takes a lot for a person to leave given the amount of effort it takes to become competitive, interview, and then land a new job. Overcoming the inertia of current employment is hard work... and scary.
The easier route is to enjoy the benefits of a safe, relatively stress-free company while anonymously complaining to whomever will listen. But then they just embitter themselves and start a vicious cycle of negativity that gets further detached from what they were mad about in the first place and more about indulging in the guilty pleasures of gloom and doom.
The end form is the trolls who end up on this forum who purport to carry the noble flag of "policyholder value" but then go off on fantasy-ridden rants about talking to the board about some woman they don't like who posts selfies or tells jokes on slack. You wonder how that has anything to do with how happy or upset they are at work, but then you realize they don't really know either and it's all about them being stuck in that cycle of misery.
You should feel some sense of pity for them, as it's a hard cycle to break out of.
This sh--s annoyingly d-mb. I mean if you’re that unhappy, why not leave? Seriously not trolling but life is too short for regrets. All about voicing your concerns and stuff but if you’re so unsatisfied, maybe it’s time to hone your skills and find a job outside?
CXD leaders also received a memo from CM about ensuring their teams remain professional in their communications. It said he appreciates all of the feedback and conversation that has happened, but a few messages have crossed the line and are "unprofessional and derogatory".
It's true, if you post a message that crosses a line, you do end up on lists with HR and Employee Relations. There are actually several people from these departments on #the_weekend and other channels who look through messages to judge employee sentiment and compliance with the Slack rules.
The town halls being held are going to focus very briefly on responding to the disaster during the last Week End and then focus on business. Q&A will only be taken for business topics, not RTO. Instead, they are asking people to post RTO questions on The Weekend.
The one fear that leadership has shared is mass attrition due to RTO. Seriously, they are going to have a more difficult time meeting that number needed for the tax break if a ton of people quit. If you are considering filing a request for remote work, we've been told if you are threatening to quit with it the request will be taken more seriously and to also let HR know right away. So definitely tell your leader if this is how you feel.
The company will drop the Pulse survey faster than they did the Best Places to Work in America survey. At the first sign of a failing score they just stop administering the survey to save face from all of the embarrassment.
Yes. We were reminded about the Slack policy and potential disciplinary action/consequences for violations. They're definitely being fed talking points and are probably sweating the next Pulse survey, especially the "...I'm satisfied with the amount of flexibility my manager provides..." or whatever it is. Me thinks they'll either cancel it altogether or conveniently not provide the results for a few quarters, which would be quite cowardly, eh? Here's how I intend to interpret that question going forward: "I'm satisfied with the amount of flexibility my manager's manager's manager's manager's manager provides."
If you think the unprofessional antics on slack is a force of actual change, I implore you to rethink it. You’re ruining your career - trust me when I say you’re essentially blacklisting yourself. I’m saying this because I actually care, your names are on a list!
What good would a union do for a company already on the brink of collapse? This place can't even pay basic benefits to employees.
Senior leadership have sent several messages to people leaders in advance of the Tech Town Hall and Friday's Weekend meeting. They are asking managers to tell their teams to act professional and be silent. SLT seems extremely nervous and concerned about more outbursts and being called out for their failures. Stay strong my fellow colleagues. Our safety only comes in numbers.
It's unlikely you would get much sympathy from the field or policyholders. It is also unlikely they have any idea how deep the problems go at NM. The company is rotting from within.
If you look at certain pages in The DC, you'll realize that all salaried employees are classified as "management". Even people in Associate roles and those with no people leadership duties are classified as such.
In Amazon's leaked anti-union video for leaders, they explained that management employees have different rights under the NLRB than front-line workers. A lot less rights, basically prohibiting them from unionizing with front-line workers. This is why some police and fire departments have a supervisors' union and a regular union.
Hourly employees at NM, i.e. restaurant workers and some clerical specialists, are classified as non-management. They are union eligible and are represented by the OPEIU. I believe last negotiation, they increased annual raises and hazard pay for inclement weather as many of these employees cannot work remotely. So NM does have a union - you're just a manager though and can't join it.