#employeeengagement

John says we need to “stand behind our products and services” and use them ourselves if we expect others to switch to AT&T.

Here’s the problem, John. We literally implemented 5x RTO because apparently we don’t believe our own employees can work effectively from home, even though we sell the very services that make remote work possible.

How the he-l are we supposed to sell people on the benefits of AT&T when our own leadership doesn’t seem to believe in them enough to let its employees use that flexibility themselves?

Maybe we’d be more enthusiastic about our own products, more likely to use them, and more willing to recommend them to friends and family if we actually experienced the benefits firsthand instead of being forced into an office five days a week.

You want employees to stand behind AT&T? Start by giving us a reason to believe in what we’re selling. You can’t preach the benefits of connectivity and flexibility to customers while refusing to trust your own employees with it. Practice what you preach.

When this will happen this year? Did HR forgot about?

I see so many posts on LinkedIn with the hashtag #FISVProud. How proud are people really? Or is it just a way to gain visibility and get noticed by executive leadership?

Sometimes, I wonder whether these posts reflect genuine pride in the company or are simply a strategy to stay in the spotlight.

Just curious to hear what others think.

Is anyone surprised by Rich Harbison’s letter acknowledging the deficiencies in this company? Specifically Action taking, AI Impact, Recognition, Career Opportunities, and Ethical Standards amongst the lowest scoring elements.

I got an email this morning that was sent to “Select E3 Employees” saying “Building Our Skills for What’s Next” and it goes on to say we have to take a mandatory training (that’s personalized to our role) by end of November….geared around shaping what’s next for business and preparing for the future.

Should I be nervous?

Loving it a lot. Gives focused time

Who gets rewarded with OwD? Is it just for Hippos and Managers? Do ICs get this regularly? What’s the reward per CL?

What are your thoughts on taking the survey? This is my first time taking the survey and I’m not sure how honest I can be.

I am pleading to senior executives leading Infosys. Pay attention to upskilling of workers and work conditions. Organize that better. We have money and we have skill. I know that marketing is important but it'll not help you if your workers fall behind or are not motivated to work. The comp needs to be improved, inflation is eating into our wages. Do something about this. Thank you for your attention.

While yes it is true that no one individual can make any real impact to a behemoth corporation with a single comment on some public social media platform or an official registered complaint to EEOC, SEC, DOJ, Attorney General, Congressional persons, and contact employer attorney to file lawsuit for discrimination.

BUT let me share a metaphor with you that hopefully will bolster and inspire movement and momentum.

Metaphor:
A new homeowner when purchasing their first home, may see a single parch of crab grass begin to grow in what otherwise is a beautiful green lawn. So, they ignore it, because what is one single patch of crab grass, after all. Then a couple days later, the homeowner sees a couple dozen patches of crab grass beginning to grow. Still not a big deal. Then, one morning the homeowner arises with their nice cup of coffee and newspaper and looks out the window. Lo and behold, the yard has been utterly taken over by crab grass and choked any remaining green grass. The new homeowner is put in a position to either invest in so much poison to destroy the crab grass while at the same time risking destroying the green grass as well OR doing a complete lawn renovation by completing removing all existing grass and completely reseeding the lawn anew.

Point Being:
By ourselves it can feel daunting and pointless to seek to take any action against these behemoth corrupt corporations. And that is true; by ourselves it is a fool’s errand. However, our efforts when compounded with the single efforts of others WILL truly make a difference. It will! You just have to believe and I suggest that as you take actionable steps, you pray to one that can bless efforts.

I hope this encourages not just a few people but many people. Your efforts are not in vain. The pride, arrogance, and hubris in the hearts of executives over these corrupt behemoth corporations will be their downfall.

Has anyone seen any actual numbers or anything that looks like legit data collection from this thing? All we have gotten so far is AI slop emails from a couple higher ups claiming participation is up (duh, you pretty much forced us to take it) and everyone is "happy with leadership". Are they just trying to gaslight everyone now with these things? There is absolutely no way in he-l the scores are better than where they were a year ago before layoffs, the fallout of said layoffs, and RTO mandates were in place. The scores last year were in the toilet too.

Anyone else excited for this years home for the holidays round? I’m looking forward to it like the Super Bowl. Hopefully we get rid of some of these clueless and lazy engineers and leaders that do nothing!

Have they forgot the yearly enrollment?
HR needs to be HR-ing!

Honest question for anyone who’s been around Pawtucket a while. The Wizards side has had a lot of movement lately. MTG Arena won their union election this summer, and last week the D&D team and Studio X announced they’re going for one too, with CWA.

Meanwhile we’re being relocated to Boston by the end of the year, and I haven’t seen a single conversation about organizing. A move like that changes commutes, schedules, who gets an offer, and who doesn’t. If there was ever a time to have a seat at the table, you’d think it was now.

So what’s the story? Did anyone at HQ ever try to organize, or even float the idea? Did it fizzle, get shut down, or just never start? Has the Wizards news changed what anyone here thinks?

Not trying to stir anything up. Just curious.

We need more Verizon VP+ posting pictures of their teams and how we won a JD award. OR maybe, a public post from a particular VP giving praise to a particular team member.

The bubble Verizon lives in and the executives who think they are silicon valley CEO's is embarrassing - wake up call is needed.

And these empty-headed, self-serving, a-s-kissing executives, VPs, SDs, and ads all seem ignorant of what leadership actually means-or what it means to take care of your teammates. That's the first rule in sport.

Even the world's greatest individual athletes understand this.

Look at Carlos Alcaraz, Jannik Sinner, Rory McIlroy, Scottie Scheffler, or Vincent Luis. These are elite individual competitors, yet they understand that individual greatness is built on the strength of a team.

They surround themselves with talented subject-matter experts - coaches, trainers, strategists, and advisors. People who bring different perspectives, challenge their thinking, offer honest opinions, and contribute ideas that are DIFFERENT from their own.

And they're genuinely grateful for those people. They recognize that their success depends on the collective talent, commitment, and trust of the team around them.

They don't demand blind loyalty, surround themselves with yes-men, or confuse agreement with competence.

Imagine that. The world's best athletes understand something that Nike's senior leadership apparently doesn't.

Great leaders don't need to be the smartest person in the room. They build teams of exceptional people, listen to them, empower them, challenge them, and, above all, take care of them.

That's how you build trust. That's how you build winning teams. And that's how you build enduring organizations.

Leadership is not about being in charge. Leadership is about taking care of those in your charge.

Nike should understand that better than anyone.

It's sport. It's teamwork. It's leadership. And it's supposed to be in our DNA.

Beautifully said, @ew+1m4nvpzdx.

And remember this is for posterity

The bank keeps asking employees what needs to change, but the same problems are still there afterward. At this point, the whole exercise feels pointless.

Every round of layoffs has made me less willing to go above and beyond. I've reached the point where doing my job just well enough is enough.

It feels like team morale has been taking a hit lately. Even if projects are still moving, you can sense the drag and fatigue across the board.

​Has anyone heard if leadership is acknowledging this behind closed doors? At what point does a dip in morale start triggering real concerns about retention and delivery speed, or are they just hoping it passes?

I joined this place to further my career, not to become a number that's completely ignored. Does Open Text even care about improving its workforce and keeping it around or not? If the answer is no, then it's time for me to start looking for something else, even if it's only been less than 2 years.

So if your management has you tracking your daily work, upload those sheets there and have CoPilot use them to write your self eval. That way your data is based on hard numbers that you sent to your manager/worktracker/sl--------r, not AI guesswork.

Hello from a Cengage alum. Just wanted to say I love how active you all have been and please keep it up. Maybe things can change? I for one am rooting for you (non ET employees). Good luck!

Does anyone know how USAA is doing financially for the year?

It looks like the senior leadership has made a conscious choice to turn the employee meeting into a brainwashing session instead of sharing anything of substance?

Our department got a low engagement results on our annual survey. This year our director told everyone that we own the results and need to fix it at our monthly safety meeting. Not sure if he is suggesting we need to score higher or lie next year to help the department!

Is this ethical?

Live in a fiber area. Been extremely dry but just got a couple of days of solid rain, no lightning or heavy wind. Haven’t seen a single repair vehicle in my area. What are the technicians and center employees doing to stay busy? Back in the day techs would have worked late for a few days.

Yes that was a statement made by leadership. If you were on that call what might be your thoughts if you were or were not ISPed last week?

Would you feel comfortable?
Would you feel someone genuinely cared?
Would you feel safe?

63%. Validates the state of how we all feel about our opinions not mattering.

And now you know why the Blue Pulse survey was done before the open enrollment materials were released.

If you are just going to read to us word for word off a script, in a monotone voice, just send an email. We can read it ourselves.
Has the first guy who spoke never presented before?

What is the town hall today going to be about?

Oracle employees are not trained in Oracle cloud or other products they build.

Oracle has significant restrictions on employees using its own products internally. People often know only the specific area they work on, with limited opportunities to explore the broader product ecosystem hands-on.

Even provisioning an internal server for experimentation can be difficult. How many Oracle employees actually know OCI in depth ? how to create a VPC, configure load balancing, set up networking, and deploy services end-to-end?

The annual survey link came out this morning. All questions are geared towards Centene, not your direct leadership. The last question is for a comment. You have a lot of space to say a lot of stuff!! I was very surprised at some of the questions, as they are about mental health and how does the organization make you feel. This is the lowest scoring survey I have ever done and I let Centene have it in comments. VSP/ISP nightmare, all of the Humana and Optum new hires that don't know sh-t and keep wanting to change things to how Humana/Optum did it low raises but high bonuses for the CEO and C-Suite, hiring outsiders instead of hiring within, etc. This survey is not going to go over well for Sarah, C-Suite or HR. Please answer honestly and make comments, so we can be heard. This survey is from a 3rd party and not one of the usual BS ones we get.

How must we, FISERV’s greatest asset, incorporate a union? Can’t take it anymore! We have rights da---t!

There always seems to be another message about development and career growth, but the reality feels very different. I'm at the point where I've stopped expecting this company to invest much in my career. Nobody seems to give a damn whether employees are growing.

Has anybody in the past faced any consequences for not taking it?

why I see workers in their offices staring at work computers, lights off from 8-5 (long hours) What are they working on? Anyone know?

Who will be at the Townhall next week? Lots to be discussed.

Who else is excited to hear the emperor with no clothes sell us a full assortment during the all hands that is about to start?

Given everything that’s happened recently, does anyone know how promotions and compensation increases will work this year? Has there been any communication on when these conversations will happen?