Now they want us to fill out a mandatory survey rating our bosses on topics like diversity and career growth opportunity (hosted by TruScore). My boss? The guy who didn't have the guts to tell his boss to forget it when he was told to put someone on a PIP (me). Since when is Honeywell interested in anything other than employees following orders. Are they kidding?
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Well , I did not do the survey . Heard nothing so far.
What happens if you don't do the survey ?
"Flip that PIP" into a Payment Improvement Plan! Find a job at a different company and then put Honeywell on a 2 week notice to improve your salary or you will take the offer. Flip ya for real!
I didn’t get this survey , is it really for for every employees ?
the lower managers only do the bidding of their handlers. What good is survey to me?
My manager is getting ants in his pants . He sends another email reminder out for that survey saying it not be useful if the data return rate is low . To that I say, useful to who?
Remember the HW 9 block. No manager deserves a ranking above average...and they should have at least 3 things they need to improve upon.
Nothing ever changes as a result of a survey since they're going to do what they want. Unless they think it validates their actions.
How can this be confidential when they email you keypass code ?
I was passive - aggressive and marked them all N/A.
I agree if everyone in a group likes the boss, big red flag. We dont come here just to get along. Bosses job is to push workers to the edge and keep them on the edge. Push, then push some more; except for the politically and diversity seasoned. I am starting to hear the catch phrase "just doing what you signed up for". I am actually looking to leave. So I do just what I can in my own ability. I have said no many times and so far still here
well if 'they' make it mandatory they must have a record that you complied. try this. wait until the day past the deadline and f they badger you, you KNOW they know if u did it. so you need to use your real EID. now if the survey has the five column ranging from 1 = terrible to 5 = walks on water, then no doubt there is one in the middle 3 = neither agree nor disagree. use 3 f you really want to piss them off.
I think if you log in from off site that the VPN will mask your IP address, but will bow to the more computer knowledgable.
everyone I've worked with the past 15 years is being replaced by someone from a LCR 95% from India. the 'boss' [ my entire reporting structure is in India] never communicates whats happening with the 'team' at the weekly meetings we all attend, yet, the indian H1's they moved over here always seem to know. i'm kept in the dark about everything i manage, decisions about me and what i do are made all the time and i never find out until after the 'great plan' is well underway and they get a point where i'm involved because as usual they screw it up. there is general bias in assignments. the good 'stuff' always goes to an Indian unless its EC . even there they remaking inroads into EC environments with foreign nationals. if you are a US citizen you have little chance of getting hired forget advancement or training. any US citizen i see getting work here is a low paid young person but as an outside contractor.
No HON survey is anonymous. Every IP address is carefully matched to the response then matched up in a matrix preparing the restructuring cost for the P & L. If resources are not allocated, then cover for the attrition voluntary or involuntary, doesn't matter. Change management is the root cause of the failures, not executive privilege, until more heads are move to low cost regions or replaced with H1B visa holders.
Record which bad employees say bad things about their bad bosses. PIPs all around. It is the honeywell way. Remember -- if everyone is super... no one is. I think this is the only way to kill this stupid exercise is leadership dominance. Carry a bucket to catch the inevitable gag reflex and mark you manager as walk-on-water perfect. Your manager will only be punished and it will make the data useless to corporate.
It’s been an HON tactic for years to limit opportunities to criticize management to immediate managers/supervisors. If you have a decent frontline manager, the survey will make it look like you approve of management in general. Benefit cuts, pathetic annual raises, terrible medical benefits, loss of vacation accrual, furloughs, etc. were never my direct manager’s fault. So glad I retired last year.
Would love to know what HR puke thought this would be a good idea? Front line mgmt is running for the doors just like the rest of us. Is this just a diversion tactic so no one will suspect HR and Upper Mgt?