What are your thoughts on starting in April pulse and employee satisfaction surveys are just 4 times a year 2 times for pulse and 2 times for employee satisfaction survey. Think and say what you want about pulse but now I feel like we don’t have a way to make our leadership teams concerned about the pulse surveys and the results . It was a tool that they did have to consider !!!
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USAA version of don’t ask don’t tell.
Even if leadership has positive intent with some of these changes, the optics are simply terrible. HR teams should be ashamed of themselves for allowing this to happen at USAA. The culture here (promoting transparency), is being dismantled. Looking at USAA’s scores on Glassdoor it seems the cultural decline is being reflected. We really should do better - company is becoming unrecognizable!
What’s the best way to address employee concerns? By slowly turning off the employee communication channel.
Think it's better to use Glassdoor to create transparency. People joining will know what they're getting into that way.
I have heard that the Post is being moved to a slack channel late Q1/Q2. Guess they want to move it so it stops scaring the people in the weekly NEO classes. New employees assume USAA is a good company and then they open the post and find out the real story.
The issue was not just survey fatigue. The managers complained that they do not have time available to read and address issues. Moving it to quarterly runs will allow managers time to respond. Most will still ignore but the goal is more will be engaged. Those of us that have been here for some time know that management will not care. A good example was the McKinsey survey sent to all employees a few years ago. Wayne discovered the basement was on fire and his EMG crew were lying to him about the real issues from the non EMG employees. The results were quickly swept under the rug and the house was burned down on top of it. The real fatigue is the lack of action from the top.
Quarters! hello? hiring and firing, the circle of life duh, ever revolving door. No one cares. The guy(s) with the most money is the winner. Reminds me of the movie the 6th sense ghosts who refuse to accept their fate. Q1 Q2 Q3 Q4 rinse and repeat.
These changes are not good. Next thing you know they’ll gut the Post as well. It’s seems like a constant unraveling of employee feedback channels - almost tempting us to call their bluff. Leadership clearly doesn’t care to listen. Probably another good reason to unionize - that may be the only way left to force a two-way conversation…
My survey fatigue is because I'm sick of surveys that ask the wrong questions.
But when surveyed about how I feel about surveys they don't ask if I want more surveys with questions about senior leadership. Or when asked about culture, they never ask about whether their actions to improve culture actually improve or hurt culture.
Its because of employee feedback about "survey fatigue".
It's a not so subtle way of quelling feedback they don't want to hear. Exec management is basically telling us they're tired of hearing us beeyatch about PTO, RTO and Cigna every month, so now it will be just once a quarter they will ignore us. The real tools are the execs!