#anonymous

https://x.com/Viconnia/status/2103001556723396974

The way this company allows these providers to speak to us is disgusting! They way they’re allowed to b!tch whine call us names mock us complain that everything is our fault……but theres no ASL and no immediate help. And the second we bite back because we’re enforcing the company’s F$cked up rulesAnd we’re the ones on the hook for it?!?! Unreal

If the engagement surveys are truly "anonymous" how do they know who has done them and who hasn't?

Why have no heads rolled? Meanwhile the average employee is out in the bottom of the ranking bin for some BS reason like not communicating technical topics in a non technical manner.

They are confidential.

TL;DR: Fill out the surveys honestly. It won’t make you more or less likely to be RIF’d.

This means they have identifying data collected that links responses to records, but that data is strictly protected from general viewership. This has been the case for Verizon surveys for over a decade.

The results are aggregated for leaders with 5+ responses. However, the comments are kept as is for leaders to review.

This year, they specifically call out that an ethical or policy comment requiring attention may have the submitter details shared with the “appropriate teams.”

It being confidential is how they can continuously remind you to take it if you haven’t filled it out.

Comments being shared verbatim is how leaders can identify a person based on details of events, conversations, or direct naming of people. It’s often how they check if they know the general attitude of their employees by trying to guess who wrote what.

Verizon very likely does not use a Pulse Survey to distinguish who is and is not added to a RIF list. For one, this would be deemed as retaliation which employees are federally protected against. Secondly, the survey is run through Gallup while RIFs use a separate third-party company to determine the list based on performance, conduct (specifically infractions/warnings), tenure, pay, and title. It’s very carefully screened to not overly target employees based on age, race, or other protected characteristics.

So submit your answers honestly. Even a 100% great response from every employee for their leader isn’t going to save the team from any planned RIFs. Similarly, any absolutely negative response won’t put a target on the back of the employees or leader. At most, it will have Verizon senior leadership and HR looking into the leader to see if a leader conduct/performance warning is necessary.

Everytime ppl come w rumors from ppl inside, a good chunk of where those ppl get those rumors is this website, not actual inside knowledge. All those rumors spread inside the company and then ppl come and post back what they heard inside from a “director” “manager” “people in the know.”

I logged in today only to find out I was locked out by my administrator. Has this happened to anyone else?

They are absolutely breaking their backs to keep major incidents from spiralling yet they get no acknowledgement from the customer or their own management.

Is this how it is across the entire business? Would it be feasible for us to get our own side hustle despite working on site five days a week?

Note: Pandemics are not what they seem, but rather orchestrated global resets

Cyber Threat: Prepare for a simulated "cyber pandemic," primed by narratives around "AI demonic" propaganda

Energy Rationalization: Anticipate upcoming global energy rationalization check the gas price, thank Trump for that

I’m lucky to survive in this round. I feel so sorry for whoever got laid off but I am curious what’s the next one. Any source?

If you dare (we all know this really isn't anonymous) tell 'em how you really feel!

Disclaimer: I will not be doing it.

That said, I am itching to know whether a couple of the old standard questions, and the ones they really got beat up on last year, are even on there anymore.

IE (paraphrasing but these 2 particularly) :

“My company cares about my well being”

“I would recommend AT&T as a great place to work to family and friends”

Imagine, if you will, a world where a survey can give a clear view of improvement or decline in how employees view leadership and the overall health of a company.

Imagine that the survey responses are collected by Gallup, who has been in business since 1935 and is widely recognized as one of the most credible analytics and advisory firms in the world. A company that tracks individual survey links or access codes on the backend to prevent duplicate submissions and route data correctly and any identifying data is permanently walled off from the submitter's employer. That company's reputation would be destroyed if they identified who submitted the surveys.

If Gallup didn't know who you were then people could put as many surveys in as they want and stuff the ballot box like mail-in votes. Oops... better stop there. They have to be able to tell the company that an entire organization or department has so little care that they haven't submitted 7 out of 10 possible surveys. How would they know that? Because the employer says here is our email list and the departments they work for, please tell us the percentage of surveys submitted so we will know by their silence if there are leadership issues.

If Gallup exposed the individuals then a nearly 100 year old company's reputation would be ruined.

The work around is for an employer is to ask for optional long form answers that are only shown to managers with more than 10 direct reports.

But who do those managers show it to? I have been personally asked if I submitted certain answers. It has also been suggested that I submitted answers over the years that I would think I had submitted because they sounded like something I would have written.

Oh, did I forget to mention that some of the directors have read the long form answers on All Hands calls? I don't think I'm the only one who had slack and jabber start pinging with people claiming to know who the submitter was.

And Gallup has formatted the survey to isolate questions to each level of management to target which levels are declining and which are in improving.

They also group good and bad responses by organizations. So bad customer service managers don't affect good supply chain managers and vice versa.

If I am a manager at any level, I want you to think we know who you are and that "straight fives will keep you alive" and other BS answers to dupe you into thinking you're saving yourself.

Wake up!! Straight fives saves the leadership that needs to be gone.

And if I am a company sycophant then I am going to go on every forum and tell everybody that "straight fives will keep you alive".

I have given honest detailed surveys for years. I know there is a character count in the long form because others have said in meetings that they had too carefully edit them to get under the limit. And I am still here and they are still here. But all of our managers at the top are gone or moved and the direct manager, who is good, is still there.

That rips apart any of the claims that people are posting right now to the contrary. You don't have to believe it but it's a fact.

Think about it. Do they need a survey to get rid of you? They don't need any reason other than your name came up in the layoff lottery. And because they get a chance to review and provide feedback on the list, if you are kissing your boss's Southern Ring, they will make sure your name is removed from that list. Or will they?

They are afraid you will answer in a way that exposes them for the shams they are.

So remember:
"Straight fives keeps leadership alive"

MVGA

What a grouping of incredible dipsh-ts

1) every employee truly reviews their direct manager AND one level above that
2) higher positions that have 0 to 2 direct reports are also reviewed by 2 to 3 peers

Anonymous
Free form, let the workers speak.

Feed results into AI, and seriously consider the results

You too?

You pesky workers! We had a good thing going! All you had to do is go back to your dreadful office every day for the rest of your miserable life, get berated by management, enjoy whatever snacks we stole from the food bank down the road once a blue moon, hit your unrealistic goals and be happy with your current salary and position until the heat death of the universe!! Dont you see!? Most of you arent making us MONEY. Ah yes some of you are selling those pretty little products nicely, but not ALL of you! The Microfocus product hostage- I MEAN CLIENTS have began singing "dont fear the reaper" and "we ain't gonna take it" on renewal meetings! The ONE set of products we had people tied down for life with environments so complex they needed priests on a 24/7 rota to perform exorcisms just for them to work normally and Moses himself to return for a second time to lead a migration away from the products that will take fourty years of what feels like a trek in the Sahara desert and you pushed them away too?! What do you want ?! Was the shifty treatment, silencing and threats and lack of any sort of improvement of your day to day life under the rule of the great leader not enough for you ?! DO YOU STILL DESIRE MORE ?!

Now all joking aside, it seems someone from leadership got told on a meeting "by the way guys, there's this website, not sure if you know it, and the things they write about you there, ooooh boy.." and they remembered about this page's existence again. The last time the bots were pushing the 1984 agenda with its all peaches and daisies and flowers and roses and everyone loves us was right before the last layoffs. We already had a bunch of rumors here for the layoffs coming in October, but in my opinion the bots more or less confirm it. Not sure how it is in your office (and I haven't been to mine yet today) but the previous days the mood can only be explained as a disaster. Even colleagues that are typically positive are cursing the products they're working on.

If your reply contains the words "markets love us" and something equivalent to "absolutely agree, no layoffs confirmed by all powerful glorious leader" you hereby declare you are a bot.

Well, it’s here.

DO NOT TAKE THIS SURVEY.

And don’t reply to this with dimwitted comments about how you’re going to hammer them. They don’t care about your comments or your ratings. Couldn’t give less of a flying flip.

ALL THEY CARE ABOUT IS WHETHER YOU TAKE IT OR NOT. DON’T GIVE THEM THE WIN ON THIS.

Before the end of next week,you and the rest of your group will start receiving emails from your AD, Director, and VP urging your participation. Do not cave. Despite what you read here, they cannot tell who has and who has not completed the survey. They get a roll up report showing the percentage of their team that has participated.

I know many bootlickers will take the survey and leave glowing comments. I know many dimwits will still think their low ratings and scathing comments matter, and will take it.

I am just hoping for the lowest participation numbers ever.

Hi everyone, I've been following this thread for about a year and figured I would introduce myself. I'm a reporter with WatersTechnology and I'm interested in understanding what is going on with the LSEG D&A/Refinitiv/Microsoft relationship. Please email me at nyela.graham@infopro-digital.com and I'd be happy to have a conversation.

Its quite quiet since formal takeover, nobody comments. What happens on sites?

Did you know that 250 HCSC employees retired last year? Did you know that the number is 300 and counting this year? HR er um the "People" division knows. But they're talking about it as a trend, not another indication that the culture is in the toilet. If these were just "front line" employees but executives are heading for the exits because they can't deal with the craziness anymore.

Did you also know that beginning in January, employees in Richardson and Chicago are going to have to swipe their badges to leave the building at the end of the day? This is not a rumor. This is going to happen. It's been in the works. They wanted to do this earlier this year but came to their senses when they realized that along with making 75% of the workforce remote that would be too much.

Today is the first day of the Pulse survey. You're kidding yourself if you think it's anonymous. Even HR stopped telling that lie. They're very sensitive to negative comments and identify who says what. But you probably knew that. If not, you do now. Comment at your own risk.

One more did you know. HR is getting ready for another one of their "operations" (layoffs) in 2027. This won't be because the company isn't making money. It's going to be positioned as "eliminating redundancies." This is not a rumor either. This is going to happen.

I didn't realize how much people hate this place before I started sharing where I work.

it had some good inputs - who is the mod ?

eom

Are we taking it and blasting them to drown out the bootlickers or are we going for low participation?
I feel like repeating the same message as last year and letting him know nothing has changed despite all his efforts might be the best case? What do you think?

Anyone know anything about 2:00 meeting for some teams in IT?

Spare us the con game!

What's he even yapping about?

Just when you think it couldn’t get worse

Another survey they're going to ignore.

https://www.cnbc.com/2026/09/09/anthropic-researcher-quits-ai-safety.html

KEY POINTS
Anthropic safety researcher Evan Hubinger said there is a greater than 10% chance AI could ki-l all humans within the next decade.
Another Anthropic researcher said he has resigned, accusing leading AI labs of racing toward superintelligence without adequate safeguards.
The warnings add to growing concerns over AI safety, including whether advanced systems could become difficult for humans to control.

What do you say to that Dan?

They’re deleting questions they don’t want to deal with. What’s the point of participating?

Post the fake job titles, Job IDs, posting start and end dates, and any relevant details. Post here and all over the social media. If naming specific hiring managers, senior managers, or HR recruiters violates privacy, please do not name them directly. Instead, use innovative, secure, or anonymous methods to expose how these teams were staffed. Job postings and advertisements are publicly accessible information. If they are fake, they should be publicly shamed.

We care about your responses but we’ll ignore your top concerns and focus on the rest

Some of the leaders on here are insecure enough to work extra hard to have it taken down. I did not say anything that was beneath the belt, but sure admin… burry the truth

HR is obviously there to protect the company, not me, so I am trying to figure out if I should go straight to senior leadership or if I have to go through my manager first and risk getting shut down before I even get heard. I'm avoiding saying what the subject is for anonymity purposes.

It goes without saying but just a friendly reminder during the reorg. Big brothers are watching us.

DO NOT take the engagement survey starting next week. Most companies (truist included) care more about low participation than low scores. Most companies believe that any response to these surveys indicates that you still believe your voice is heard and cared about. This is well documented online and I’ve seen it personally.

A manager of mine a few years ago (who was terrible and eventually fired for misconduct) had very high engagement scores. Much higher than the company average. And that’s because only ONE person on a team of over 20 people took the survey (I personally think the only teammate that took the survey was the one the manager was sleeping with, but I could be wrong). HR and higher management got involved specifically because of low participation and our concerns were finally addressed.

The participation rate has been steadily going down throughout Truist for years. Make it plummet and they’ll actually start taking notice. That’s why we get emails saying “hey guys we still only have xx% of people who have taken the survey. It’s available to take for a couple more days. Make sure to take it and make your voice heard blah blah blah.”

Silence is the sound of dissent and dissatisfaction, and that makes people in charge VERY nervous.

I left yesterday's town hall feeling hopeful, but that faded when Mike Lyons—confirmed to visit the Winston-Salem Parks Building for meetings and planned floor walks to greet teammates—never made it to my floor, even for the brief interaction we were told to expect.

x.com/ChiefEngineerCE/status/2095181456184316130
People ask what actually happens if you report a visa coworker to USCIS anonymously. Here is the process. It is not a movie. It is paperwork that becomes the employer’s problem.
You find you or an American colleague is carrying the weight of a staff full of unqualified H1B while they are working their way through firing and hiring more and more...
So-
You file the tip at the USCIS form:
https://uscis.gov/report-fraud/uscis-tip-form
You can submit without your name. Give the worker’s name, employer, worksite, job title, and specific examples of missing skills, wrong duties, or a title that does not match the degree. Vague reports die. Specific reports can be checked against the petition the company already filed.
Honestly, multiple reports are better and if its a safety or fraud issue then it is going to carry more weight.
Understand-
You will not get a status update. No case number. No email that says the visa was pulled. That is by design.
USCIS screens the tip. If it looks like benefit fraud, it can go to Fraud Detection and National Security. They already have the LCA, the claimed degree, the wage, and the worksite. They compare your facts to the employer’s attestations. If it looks criminal or worksite-related, it can go to ICE. Wage and location issues can also go to the Department of Labor.
What the company sees is the headache. At first it's HR then its time gathering documents and scheduled meetings. Then it gets expensive as attorneys get involved and the longer it takes the more they make.
An unannounced site visit. Officers asking who works there, what they actually do, and whether it matches the petition. Interviews with managers and the visa worker. Document requests. A Request for Evidence. A Notice of Intent to Revoke. Immigration counsel on the clock. HR locked in a conference room explaining why the “engineer” does not have an engineering degree. If the company refuses to cooperate, USCIS can use that against petitions at that worksite.
The coworker usually does not hear “your colleague reported you.” Truth is they may not even know they were reported. HR might call and ask some questions but avoid tipping him off, because there is a risk as to what he might divulge. The last thing the employer needs is for it to get out and for others to follow suit.
Even if he is told the person impacted is not likely to tell anyone or may be compelled to cooperate and disclose information about his manager and colleagues.
They hear that renewal got harder, the border got colder, or FDNS showed up at reception. That process can drag. It is still expensive. Counsel, lost time, and a compliance file that now exists are costs the employer pays whether the petition ultimately survives or not.
That is the point. Employers treated these H1B filings as cheap and low-risk. A documented tip turns a quiet staffing choice into a federal review of the story they told the government.
Report wage and LCA problems to DOL at 1-866-487-9243. Worksite and identity issues to ICE at 1-866-347-2423 or https://ice.gov/webform/ice-tip-form.
Finally, do not invent facts. Crying wolf might get legitimate complaints ignored. A false federal report is its own problem. Real examples, dates, and duties are what make a tip land on someone who can act