Do not stop now keep pulse scores below 5 at all costs it matters!!
13 replies (most recent on top)
I've been answering Pulse faithfully over the last several years. What were once 7s, 8s and 9s for responses are now 1s, 2s and a scattering of 3s. I do tank the parts where it's more exec level questions, but I do feel we are screaming into a void. Wish someone would compile an underground Pulse compilation so we could read what's really going on.
Call out Execs individually in the Pulse! Do it month over month. The pulse is already too broad and general enough, be specific of the who and what the problem is.
I agree with @3uhu+1qLx07tt... I was in management at USAA until the end of last year and trust me, the great majority of managers, both Directors and EMG, wanted very much to fix problems but were not able to do so because of decisions made at the top and pushed down to the rest of the organization without actually taking the time to assess whether it made sense let alone potential unintended consequences.
When I was there in a management role, PULSE was like a boomerang. Sure the feedback would go up the line and then would bounce back to the line managers to fix the problem they don’t have the authority to fix. So complain if you want to and if it makes you feel better but know that your manager is stuck in the middle and can’t do anything about it.
Low reviews on public sites matters. This lets potential talent know the score. Bad companies should not have access to great employees. Continue to tell the truth on public forums such as this.
I heard they are getting rid of Pulse later this year anyway. So much for monitoring employee satisfaction… (shrug)
Employee satisfaction matters to Wayne and the board, but not in the way you think it does. This is now a company that finds it more profitable to burn through employees every few years than to keep more highly compensated tenured employees around. So yes go ahead and tank the Pulse surveys all you like, but employee satisfaction is right where Wayne wants it.
I do agree to keep clicking that low Pulse number. Show the EC and EMG how we score them internally. Currently they blame the low number on a few problem employees with RTO issues. I feel that this is currently the place for our Pulse feedback. They do not pay attention to anything said internally. The EMG filter what is given to the EC and nothing happens. Ethics and HR do not care. They deny finding any wrong doing until you take it to the EC or Board members. Once we post it in a forum like this, then they care because it is public. The large egos do not like to look tarnished. I like the saying “See something, say something!” Instead of keeping everything internal I think it is time to start posting the issues externally on platforms like this one. If it is a major concern email it to the Board members as well. They do read emails and voice concerns when issues are brought to their attention. Let’s make 2024 the year the employee voices are heard!
They haven't been listening to pulse for YEARS. They clearly don't care because they are unaffected by 39% Employee satisfaction. You can tank the pulse numbers all you want but they do not listen to pulse. Wayne got rid of EJS because he doesn't want the employee's opinion/feedback, etc. Pulse is more for you to feel better because you got something off your chest. They make ZERO changes from pulse feedback. Prove me wrong by telling me 3 major feedback items that came from pulse that were actually changed?
It matters there is so much noise around it and they purposely excluded from showing it keep on pulse it hits their reviews and bottom line if anything just drop a lower than 5 rating
I have been tanking Pulse since 2021 and not seen any change. Exe solution will be to bring in CTE's since they have no Pulse/similar method to voice.
Given that employee satisfaction is only 39%, and wannabe Teddy R knows this and doesn't care, then no. It was above 80 BW... before Wayne. But hey, who cares what the data says...it'll help with the "sustainable economics" when great talent leaves on their own. We pay out stubborn fat to leave and replace them at a 20% premium only for them to leave 2 years later. Very sustainable you id--ts.
Does it really matter, though? Does anyone think that the BoD will do anything? Is there any anecdotal evidence to that effect? Serious question.