As a new manager at Dell EMC Bangalore, i am scared to hell of TellDell scores and its implications. The results will be out next month. I have heard managers have been fired in Dell if they get scores.I am not anticipating high scores from my team. Any pointers on how to navigate through this crisis.
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Two years in a row with bad results, and your gone, that's the word.
If your score doesn't improve considerably then your gone.
Legacy EMC was you got moved, DellEMC / Dell you also get moved, but it's out the door.
If you are having a small team of senior people reporting in and who are likely to give bad scores then many experienced managers in Dell use the strategy of increasing the team size by inducting junior new hires there by diluting the negative effects.
Bozos are celebrating.. Strategy has worked.. Shame.
TellDell is a joke. HR is corrupted. The most unethical people are in HR. How can we take them seriously if they cannot advise the business in anything? Just a stupid bunch of gatekeepers.
@NrUH89b-9xqe - The score? Really are you off your meds. Relax take a deep breath. I have no idea about a score. Maybe you should take a nap or run it by your fantastic manager. Wish you luck in your misery.
@NrUH89b-8oxh Who's the b____h? You're miserable, I'm not. We both know the score, you're just bitter about it. Sad!
@NrUH89b-8sfv - You sound like a whooped corporate slave. Have some self respect and stop hiding behind your master(manager). Stop being a little bi_ch the agony and tears will then stop. Just a note your fantastic manager will chop you down, and throw you in the wood pile if need be.
None of this is anonymous. For those who haven't been through this "rodeo" before, your objective should be to provide answers which will attract the least amount of scrutiny. Honesty is optional. Keeping yourself and your family safe is the goal. Do what you need to do, say what you need to say. Nothing candid will be used with integrity, no "honest feedback" will be acted upon -- other than to weed out the malcontents and shore up the appearance that All Is Well In The Kingdom.
Fortunately, I have a fantastic manager who knows the drill and understands how things work. In my case, the adage "You take a job for the company and leave because of the manager," is opposite. I took the job for the manager, but the company is driving me out. Seems a shame. I actually like my coworkers and my work. But so it goes in the tech world. It's been like this for 15 years, so any tears I cry at this point are my own fault.
My choice to stay here. My choice to participate. My choice to be dragged through the mud on a regular basis. I have no one but myself to blame for any pain I experience over this. It's not like I haven't been warned... over and over and over again.
Definitely not anonymous. I participated and then received a call from a peer with specific questions for feedback on my answers. Totally rigged.
Tell Dell he can __ my ____!
When has TellDell ever made a difference? Only to those trying to keep their jobs.
Tell Dell is only a joke if you treat it as such
Need to have faith in the process Don't just complian on a dumb website
Tell Dell has always been a joke
A corporate tool to shank employees, but it's anonymous with a bar code at the top. Have you ever heard "The survey is out, but we're only at 20%in our group come on team we're shooting for 100%." A way to weed the defiant.
TellDell results of this year also is a major tool for culling in this cost reduction environment. Low scores are definitive targets.
It would be interesting to see how EMC takes up the TellDell survey this year. EMC folks haven't seen anything close to this joke of a survey. Their GPTW and other feedback surveys are no where close to TellDell,
You are 100% wrong. Tell Dell is a joke, it's just an annual thing. I am a legacy Dell long time storage employee. Directors and above know which employees wrote bad review about which managers, its a shame that directors and above share that inside information with managers.
Instead of taking action those directors and managers protect each other's and make a fool of the survey and company, this is happening from 2010 in NDC and everyone knows it. There is talk that information is even manipulated and shown wrong bar graphs in all hands meetings.
Those employees who raise their concerns and gave bad reviews to their managers were all laid off, as their identity and information is leaked.
Does anyone believe in God.
I beg to differ with many comments on the inefficiency of Tell Dell. I am in Dell since last 10 years and one thing I like in Dell is the feedback and the resultant actions from this survey. Dell takes this very SERIOUSLY. I have seen several tyrants, bullies and megalomaniac managers being reined in and even fired as part of the punitive actions from this survey. For a large company with more than 100k people it is important to have checks and measures and allow people at all levels to have their voices heard. Tell Dell is a mechanism which enables to create a just system. I understand it has its flaws but I have never seen a better egalitarian mechanism as in Tell Dell in other similar organizations like HP, oracle and others.
I worked for Dell for multiple years and was never honest on my tell dell scoring. Why? Because it's too easy for managers to figure out who was responding negatively and retaliate. I saw this happen to co-workers repeatedly. It's a rigged system, and anyone who thinks that it's totally anonymous is really gullible.Senior management does not care what the employees think. They care about profits and nothing else.
TellDell is nothing but a box ticking exercise for the senior execs too pretend they care about soliciting feedback from their employees. Nothing ever changes from these survey's because they only ever highlight issues that they are well aware of and unwilling too change.
Legacy EMC of DELL-EMC will get its first TELL DELL survey. GPTW was the earlier survey that EMC ran for years and fixed the score to distribute T-shirts.
I agree with previous comments on Dell working like a cult. I worked in Dell as an engineer for 7 years. Managers 'Brown Nose' (new to my vocabulary) the employees and take them out for team lunches and shamelessly praise people who they abuse on other occasions.
To your question on navigating through Tell Dell it is possible to survive if you have blessings from top. In our group one highly incompetent manager was give bad ratings by her team. But she was a reference candidate from our group head. She was completely supported by her manager and the group head. They ensured that most of her team members are isolated and leave the group. The HR was not been able to do anything on this. It all depends on how much your managers want to save you. Tell Dell itself becomes a tool for bullying.
Tell Dell is dumb and rigged. Everyone that works in Dell knows we are a matrix org and we deal with craps from other managers or senior leaders, sometimes our direct boss. And TellDell gives a 100% accountability to one person, your direct manager which is unfair at the same time restricting our freedom of speech because not more than 10 people reports to each manager in Dell, so easy to spot the next bully target.
Don't think it makes any difference, surely 'brown nosing ' before the survey starts is rampant. I personally think the whole telldell is a sham. I once gave a tell dell feedback that the culture of bullying does not get results and first time managers needs a formal people management training, before being asked to manage senior resources. Looking back at my 25 years of career, I think I encountered far worse managers in dell than anywhere else since they having had no exposure outside dell walls were made managers only due to not years but decades spent in dell. It felt like loyalty than skills defines when people are ready for people management roles in Dell. Then having spent decades they were best suited to game low scores. If scores for a manager are bad HR just produce a standard template asking manager to put an improvement plan. In my case the manager turned back to the same team simply asking them to fill his/her improvement plan. Now being worse is one thing , but not knowing what to do to improve yourself and asking others to do it for you is the worse low. This is what telldell is all about. SO if you anticipate a low , port of call is HRBP who will work with you to get all this vanish in the improvement ppt which really is just an academic exercise.
Cost reductions feed the bottom line but they cannot mask sales volume loss and/or margin compression. Management heavily compensated by stock options and profitable are going to squeeze staffs to maintain their bonuses. Mergers and acquisitions are another option. However that in the end leads to redundancies reductions and synergies to cover the acquisition costs. Who knows how the XLS and PPT works out at Dell .
If you are having a small team of senior people reporting in and who are likely to give bad scores then many experienced managers in Dell use the strategy of increasing the team size by inducting junior new hires there by diluting the negative effects.
It's a HUGE part of the "culture" there. You'll see a lot of managers "brown nosing" in the weeks before the survey. It's also bad since many of the questions count directly against a first line managers score even though the phrasing of the question makes it sound like a comment against upper management or Dell as a whole. It's very common when meeting anyone from "upper management" to have them ask you what your tell Dell score is.
Dell is very cultish in all the bad ways of a cult...it's all about Michael and the Dell brand. Saying anything negative about the cult leader or his company, no matter how well intentioned, is seen as a direct insult to Lord Michael and his followers.
As a new manager, they'll probably cut you some slack for your first go around (unless they're looking for heads to chop) but you should be afraid...be very afraid.
Like everything else, this is a lesson. Learn what you can, use it, and improve – whether that's within Dell or somewhere else.