Never respond to this survey.
21 replies (most recent on top)
I left a comment clearly stating names and dates so my manager yelled at me and said never to make comments on the survey again. 3 months later I was still experiencing the retaliation I originally wrote about and emailed my EVP. he had no idea what was going on (he claims to read all the comments). It’s useless. Ethics complaints are the way to go.
management gets praised for the more people who respond. I worked for an SVP, they literally don’t care what is said. Anything rated from the middle option (I quit so I don’t remember exactly what it said but the neutral option) all fall into a negative view. So if you feel obligated to respond but to nervous to rate anything negative go with the neutral options and it looks just as bad
Line level employees I HIGHLY encourage you to ignore the survey and email your executive vice president. DO NOT go to HR, they su-k and most have relationships with others in the bank so your issue goes nowhere. DO file an ethics complaint, that uses a 3rd party to go over your problem. Speaking from experience.
I worked in analyzing the results for an SVP. There is no name attached to the comments… a manager only personally gets their teams anonymous results if 10+ people respond. With that being said SVPs most definitely compare with VPs, AVPs and so on to narrow down where it came from.
Seems like part of a pattern with U.S. Bank, rather than an isolated incident. Most corrupt bank. If they really were ethical they wouldn't feel the need to purchase their most ethical bank award, they would simply demonstrate it with their behavior.
I was targeted and retaliated against because I was too vocal about the fkery. I think we have a class action here. Do not say anything to anyone at this company unless you want a target on your back. The worst employer ever. They fear-monger you into oppression.
Comments about rating upper management hurts them are incorrect. The only person blamed for your negative responses are your immediate manager (the first manager with 10 people below them). You could specify criticism to the CEO of the company. They will take that as your manager has a malcontent.
If you take a survey that was sent to you through email, your results can pretty easily be attached to you. If you make comments specific to your situation, same thing. The former takes a bit more work; the latter is pretty easy.
My usual reaction to these is to participate and give everything. 3 out of 5 rating; no specific commentary.
If you like your manager, then respond to it because he/she will get grief for low engagement numbers. Feel free to blast senior management because your direct manager can't be held accountable. Same goes for pay and benefits. Just realize that your manager will be tasked to come up with a few action items to work on, so you will be rewarded for your response by having to sit in on team meetings and engage in pointless discussions that will change nothing. It might make you feel better in some way to ignore the survey, or give low scores across the board, but this has the potential to make your life slightly more difficult. If your whole team just holds their noses and gives an across the board thumbs up, then you can ignore it until next year while other teams hold meetings to improve their scores. This also keeps the eyes of senior management off of your team while they root out malcontents elsewhare. It's all BS anyway, so do whatever makes your life easier.
Our BL has some negative items from the TTUS survey. Management had us (participation was voluntary) form focus groups to try and get to the root cause of the issues and come up with possible solutions that we would then present to management. The leaders of the focus groups presented the findings to management and all three leaders were laid off a couple weeks later. Coincidence? 🙄
Our group leader specifically called out engagement % and said wow - we’re doing so great because so many of you responded. We have things to work on, but the engagement numbers tell a great story.
Sound advice with skipping it to make a point and a true impact. I hadn’t thought of it that way until I saw this post! Thank you OP!
I answer them every time and a very honest. However, I wouldn’t say anything I would say if not asked directly.
16+ yr employee here
I made very critical comments comments that was very Pacific to my situation. I have to say that my managers listened which led to a 15% wage increase with a $4,000 bonus.
Well years ago we would go over the results, make some changes, and life would go on. Now the reporting is such that it’s never talked about, so I quit taking them. If you really wanna know what’s going on, ask me and I’ll give you my opinion. But management doesn’t want your opinion, nor do they want to hear what you think is working well or not well.
So to me, it’s way for them to pat themselves on the back and say, “we asked how our employees feel, and we got answers”. They’re not doing anything with it, but they were able to check that box.
If you leave comments that are specific to you or a situation that you were involved in, then yes, your leader can easily identify you, but they cannot use those comments against you. It’s quite easy to leave direct comments that do not specifically identify you. Please be smart with how you respond. Coming from a well-respected leader with many years of tenure.
Had a manager that held a team meeting after they've received the comments. Spoke publicly to each employee and the comments they made. I'm not d-mb enough to fill this out and was golden.
I’ve been treated different after giving very honest feedback. Manager made comments directly related to what I said on my survey.
Your proof please
It’s true the survey is not anonymous and it makes me feel so gross after hearing my raise is 2%. Can’t even complain on the survey so I’m venting here. Inflation feels like 20% and up and here we get 2%. Drag me to he-l why don’t you.
What makes you feel this way? Curious on the basis of this conclusion. I am a manager and I absolutely have no way to tie responses back to any of my specific employees. Now, if the comments are specific I could make assumptions, however, they would be just that assumptions.