I guess this question is more for upper management, do the surveys have anything to do with letting people go?
16 replies (most recent on top)
just fill everything out as a 3 and leave the text portion blank. Manager gets participation bean and go about your day
I fill the surveys out... and I am very honest...
Been with the company over 20 years.. and still here.
Was a manager, and no, I did not see any names. We did get the comments so yeah if you can read the context you can figure our who said what.. if you know your people.
My experience is they are anonymous. We have had people threaten to shoot up the company or hurt themselves and we're not able to get a name.
People do need to be careful with the commenting. Your manager can recognize things like word usage, phrasing, etc. If your manager isn't a
Child they will just laugh internally and say they have no idea who it is.
Managers that get a low MEI score two surveys in a row are typically let go.
Current leader here and I don’t answer the surveys. They are anonymous but our org is so toxic they just get picked apart afterward in guessing game of who gave what comment and who gave the low scores. This way I can say it wasn’t me, I don’t do the surveys.
Bad survey results for a team can dismantle a team. Usually it is just the supervisor who gets canned or moved. But if the company doesn’t think it’s the supervisor they will move everyone to a whole new work assignment
If the survey had anything to do with removing bad managers, my manager would have been gone a long time ago. No one on our team likes them or thinks they do a good job. This extends out to our external teams we interact with as well. The term "mo--n" has been used to describe them on multiple occasions. What I have observed, if your manager likes you, even if you do a horrible job, they will work with you to justify why you received a bad score. For a leader, they will blame it on the team dynamics and then let go who they believe to be the agitator. On our team, they got rid of that "target" person over a year ago, and additional surveys, still with the same scores, my leader still has a job. Another team member, quit recently directly because of my manager. I stopped doing the survey now, it is pointless. I would not be surprised after this next survey if my manager gets promoted for having to manage such a disgruntled group.
I was told they moved me to another job because my team didn’t like me, and I scored low. I said my score is good what are you talking about. Like I didn’t look. The other managers score is lower and they said his team doesn’t like you so graded him down. It brought everyone’s score down but yours. That’s total BS. Their scores were low so they blamed it on me who’s scores were very acceptable. I was totally honest this time on the survey and gave every answer a1. Yes, they can tell who marks you down and they layoff or fire who they don’t like because they bring their scores down. Why do you think they hire their friends who cr-p talk you and pick on you. They also told me to put someone on a CAP because the other manager didn’t like him. I said I don’t have a reason unless I make it up. Needless to say they brought it up against me on my review. The person now is under the manager who wanted him written up and is not on a CAP. Some very, very questionable things happen and if you don’t go along you are out! I’m positive I’m not the only one this has happened to and they very much discriminate and push you out without valid reasons.
The one thing I will say is that I 1000% do not believe it is anonymous. My “authorization code” was literally my job/position code that appears in the HR platform. And how many people have that role you might ask? Literally just me. It might as well be my name.
Former VP+ here. I can tell you for a fact, that even thought the surveys might be anonymous they are not confidential. Each manager gets a report of their teams surveys including comments. They try to mask the responses by making it so that you only see the responses if there are like 5 or more but trust me managers can tell who submitted what scores and comments, it's really not hard. A lot of times the layoff process is as simple as managers being given a target of % needing to be cut and then they submit their list. I know managers in my department used to just pick the employees they didn't like to be put on the list. As long as HR didn't think you were discriminating based on gender, age, race etc nobody asked questions (the only thing HR cares about is trying not to get sued or have unions get started). Bottom line is if you're trying to protect yourself as much as possible don't fill out the surveys.
The surveys are regulatory required by NCQA. If people would stop helping them pass their certification than that survey would make a difference. But once they pass they all breathe and continue the same hostile enviroment .
Only metric that matters is participation for a manager. Content nope. If you like your manager play them game if not nope. Pro tip ignore town hall and survey have not completed one in a decade
Yes and No…you decide!
For the responders, no. For the managers receiving feedback, yes. A manager repeatedly receiving low survey scores can end up on the chopping block.
No, we don't see them, no one does.
Survey's are for those who are in the dark recesses of an organization and have no idea what really is going on.
I was wondering about that too. They keep sending it to me and I refuse to fill it out because I know it’s mint anonymous