#employeeengagement

More and more employees are coming to this site to share their experiences under current leadership. Leadership, starting with Ramon, needs to take ownership

Do not ignore the opportunity to tell it like you see it. So many are beyond disappointed and talk about it offline, well now write it out. Someone suggested not participating. That doesn’t move the metrics at all. Participate and tell it like you are when you think leadership isn’t listening. Don’t be a coward!!!!

If you actually want to hold the “leaders” in this company accountable, consider not taking the survey at all.

Management is heavily pressured to drive survey participation, and leaders are held accountable for the overall participation rate. That means participation itself is a metric they care about.

We’ve taken these surveys before. We’ve provided honest, detailed feedback before. Ask yourself how much of that feedback resulted in meaningful change.

A low participation rate is different. It can’t be polished into a favorable engagement score or buried in a comment summary. If enough employees simply choose not to participate, the lack of participation becomes the message.

You can fill out another survey and hope this time the feedback gets heard.

Or you can decide that declining to participate is your feedback.

Tell a friend.

This new WE initiative happening - they made a big deal about it on GK’s last company townhall but has anyone actually seen any progress, aside from badge access in MN hub? It’s supposed to help employees reduce the nonsense in their day to day jobs, but nonsense seems to be only increasing.

Can anybody fill me in on key points of town hall today? I’m unable to go. Thank you 🙏

The floodgates opened a month or two ago after a year+ of absolutely no guidance. It’s like someone flipped a switch and all of a sudden, employee growth is important to CVX again. Seems like there is an email or engagement every week on this. I’m not upset by the change - it’s refreshing to see, frankly.

What led to this change in attitude from the corporation, and what’s the underlying motivation? Is attrition that bad? Call me skeptical but I don’t believe they read the CES and created this program solely in response to it.

Call starts in less than an hour. Get your 🍿 ready!

…sent to their entire team, thanking them for participating in the survey, and urging those who haven’t yet to do so before it closes next week. Stated team was already at 73%.

So at least 73% of you will never learn.

Enjoy the additional calls and “brainstorming” sessions to “fix” everything you complained about,

Dimwits.

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

I absolutely love the fact that leadership is practically begging people to fill out the employee survey. Have any of them seen any of the feedback? A whole lot of really pi---d off people out there. Management will ignore the content which makes it baffling that they are pushing it so hard.

Alright everyone… how honest are we going to be

It's reasonably safe to assume that if you are on this site you are concerned about the possibility of losing your job in a layoff and judging by many of the comments you are also dissatisfied with working at NetApp. One thing I would offer is to send a message to the leaders of the company by NOT completing the employee survey. That sends the message that you are disenfranchised and don't care - which is a bigger concern than complaints around "barriers to execution" or the Thrive Together policy. BTW - has anything really ever changed as a result of these surveys?? F'em.

A few questions employees may want leadership to address at the next town hall. Add yours below.

As the first full day comes to a close, keen to hear some feedback, positive or negative.

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?

What comes out of the survey results and feedback?

For those who attended the GGP, how was it? Did it give you something to look forward to? What was the atmosphere?

Recently hired in a new market hub, that's a huge step-up from some of the older stores around here! Team synergy is tops too, that sure helps.
If any of you is looking for positions, look for market hubs, you won't be disappointed. I can see why they want to open more of these. We have so much parts stocked as well, I didn't have to shoo away customers yet, such a great feeling

What's the mood like? Everyone is tense in my org.

I keep hearing that “in the old days” it was not like this. It has me questioning whether this is the right company to grow my career with.

It seems like everything is a struggle these days.

I am interested to hear from those people who have worked here for a long time on what they feel has changed and more importantly if it can be fixed.

Maybe if someone up top is actually monitoring this site they will see what is being said. The fear is even if they do I have little confidence to believe they will make the change. Our company is run by people who are days away from retirement.

Who here believes that they want us to build AI agents so that we can focus on “higher thinking” work and not so that they can cut jobs?

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”

We would like to hear why you love this slogan. Thank you for your attention to this matter!

What will we learn about today? That their idea of making people more comfortable is to add a Wellbeing center to a fully saturated, overpopulated, and loud office environment? Or pickleball for all? None of that will improve the quality of the experience for the customer, who can’t hear us on our calls due to the noise around us. The only part that makes me feel included is that it stinks for everyone.

This new survey is asking questions specifically about if we are happy with the direction of the company, how often are we using AI ect! This survey is a joke.

"We no 1 in this , We're no 1 in that, We are market leaders, We have a broad portfolio"

The fatigue is real

We’re 5x back in office since Sep 1. How’s it going? My manager just reminded me about attendance’ - he’s remote btw!

I hate going into the office but not landed a remote role yet despite interviewing. So, my act of defiance is coffee badging and maybe spending 1-2 hours about twice a week for ‘visibility’.

There’s zero in-person collaboration or meetings. So much for ‘culture’!

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

Someone had a copy of a strategic plan that showed KPIs for hiring women and minorities? What if that proof existed?

So we have Smiles Week and looks like lots of effort going in to make this a good event, but wait who is actually doing work? The same folks that always are busy and those who have spare time ie no work are organizing. They are not admin staff they are university graduates being paid to make PepsiCo better. Come on Snr Leads open your eyes and get some work for these that have no work or get them out. You now want us these people in the office more so please monitor their output.

I’m just wondering why I shouldn’t leave a scathing review.

Do the suits get graded on survey participation instead of the actual survey responses?

You can submit the survey without answering anything

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.

Why is Fiserv covering a petting zoo and trunk or treating at the only site that gets to WFH 50% of the time while us at other sites get nothing to be here 100% of the time?

It’s funny how the primary task of a “technology” manager or “senior” manager is to monitor and manage the attendance of other adults. It’s like being in school and the teacher marking attendance of all the kids. Except the kids here are 40 year olds. Directors senior directors and VPs doing the same, asking devs to update some values in excel files, database columns and loosely using the term “AI” to appear current. All while half their team members are sitting remote, not attending meetings, and always appearing away. How about you manage their “attendance” ?

I don't see much leadership here that makes people want to give extra effort, like it was 20 years ago. Some of the newer leaders even struggle to communicate what they actually want, so we barely have any sense of where we're going. No wonder things have deteriorated so much.

It is SO important that we complete this and let our voices be heard within SNP.

Source: C. Simpson

Plenty of leaders point to an open door, a caring one-on-one, and a policy that says people can come to them with anything.

But none of that tells you what happens when someone is genuinely struggling.

What someone experiences when things go wrong tells you more about your support
than anything you say when things are going fine.

A lot of leaders never find this out until it is too late.

So here is what that looks like, so you can spot it in your own team before it costs you someone good:

1️⃣ You say your door is always open.

→ But people only come to you with good news.
→ You have built a culture where problems get hidden until they are too big to fix easily.

2️⃣ You say people can come to you with anything.

→ But the last person who did got told to figure it out themselves.
→ You have taught your team that asking for help costs more than it is worth.

3️⃣ You say work-life balance matters.

→ But you answer emails at 1 am and reply fastest to whoever works the latest.
→ You have shown your team that visibility matters more than boundaries.

The gap between what you say and what your team experiences day to day
is the truest measure of how supported they feel.

Close that gap, and everything changes.

Because a lot of retention problems come down to people feeling alone in the workload, instead of the workload itself.

To genuinely support your team, provide:

✅ Someone who notices before they have to ask.
✅ Permission to say "I'm behind" without it costing them.
✅ Coverage when life happens, instead of just when it is convenient.
✅ A leader who has their back before they need to ask for it.
✅ Feedback that helps them grow and challenge their thinking.
✅ Time protected, as well as time offered.

Get that right, and people stop looking for the exit and start staying on purpose.