We have another engagement survey starting next week. A few thing to keep in mind when they come and ask you to take it.
The company gave us a survey in January and then after we completed it, announced yet another reorganization and laid off 2350 people. That's when stores lost managers and we had to start running with bare bones teams, leaving employees to deal with problems without support. Our store lost an OOM and two CX managers, one of them a good friend.
That was also before the company announced that it would be closing 150 stores but didn't tell us which ones which were closing and when they would close (even though the list is on this site).
The company waited until after the survey to change the Path to Growth bonus to every six months instead of quarterly and the max payout was reduced to just .15 cents from what had been a max of .50 cents an hour.
The company also waited until after the last survey to increase the credit card goals, even while raising the interest rates to 35%, the highest in the industry.
Consider the .35 cent an hour raise you received and how much the cost of insurance and everything else went up this year. Are there things that the company can do to make this a better place to work, like increasing pay, restoring unavailable days on weekends, paying more for insurance instead of passing the cost onto colleagues, telling employees if and when their store is closing so they can plan accordingly, and reducing the pressure on getting customers to sign up for credit cards at usury rates (some of us feel bad about signing up people for cards at such high rates when the industry average is 21%).
Maybe the new CEO would take notice if everyone actually took the survey and talked about what the company could do to make working here better. I usually just pencil whip the survey as one more thing I have to do, like compliance training, but this time I am going to really share what I think, perhaps you should too.