#employeeengagement

More people need to “Get in the Game” and speak out! You cannot or should not sit back quietly, if you are not happy with how things are being ran, and let only a handful of persons speak out on your behalf.

Because only a handful of people speak out just appears like a few crazy disgruntled people. But when many speak out, the company cannot simple ignore. At that point, it has developed into a movement.

Do a significant employee cris, employees walking out, quitting, going out on short term disability, the company says they heard you. Issue with advancement, taking time off, pay etc. what do you think? Will they actually make things better?

Our HR leader’s 30+ strategy deck makes no sense. Gibberish. No wonder employees are not valued or recognized. There is no strategy.

I don't know exactly when things changed, but IBM feels nothing like it used to. People are exhausted, nobody has much enthusiasm anymore, nobody seems interested in anything, and the old sense that everyone was in it together is gone. We used to actually enjoy seeing each other and working together. Now everyone's just trying to get through the day. I miss the old IBM.

For working heads up even with all the uncertainty about future
All this with the unworthy and incompetent leaders

Are IPs really being tracked I have been doing the four hours but only see mac 2 people , curious if there is ways around this and I’m missing out on this? Doesn’t it matter for bonus or am I just wasting my time?

The executive’s logic around base pay creates a classic corporate "death spiral." While linking pay increases exclusively to revenue growth sounds like sound fiscal discipline on paper, it relies on a fundamental misunderstanding of labor economics, operational risk, and human capital dynamics. More flawed thinking. Punishing employees for Leadership failures is what they are doing. The new guy is d-mber than a box of rocks. This town hall was another demotivating waste of time.

There is something almost comforting about mid-September at Honeywell.

Everything is business as usual. Forecasts. Customer calls. Q4 plans. Strategy decks. People talking about 2027 priorities as if every box on the org chart is permanent.

And anyone who has been around large companies long enough knows the rule: it is business as usual right up until the exact moment it isn’t.

One day you’re debating a KPI. The next day the KPI, the team, the reporting line and half the PowerPoint have changed.

That is what makes these periods so strange. Big organizational change rarely feels dramatic while it is approaching. Most of the time, Tuesday still feels exactly like Tuesday.

Until an email lands.

I have absolutely no inside information, which makes me about as qualified as everyone else to read the corporate tea leaves.

But this particular September has a very strong “enjoy the current org chart while supplies last” energy.

For the Honeywell veterans: what was the biggest “business as usual… until it wasn’t” moment you’ve seen here?

I suspect the comments on this one could be educational.

I’ve seen a couple of people in Boston post holding back to school signs - so cringe.

Today I am 47 years old. When I grow up, I want to spend 2½ hours commuting so executives can see me on Teams from a different building.

Then the HR talent acq people chiming in “how clever”

They should dress us in orange and have us hold up our A numbers instead like a mug shot.

Anybody noticed that their productivity has gone down since the return to office mandate has been in place?

Me for instance, I have noticed my productivity has gone down while the hours worked and in office have increased. It's quite unmotivating being monitored for being in office for 8 hours, as well as all my activity being monitored. Needless to say I am miserable.

Another survey they're going to ignore.

Let me get this right, as a reward for busting your a-s off all year round, closing multi-million dollar deals and rising to the top 1% of all sales reps, you get a 4 day Hawaii 'vacation' which you spend locked up in a resort 'networking' with your corporate programmed coworkers? Sounds like a dream

Why do we keep hiring from the outside instead of promoting people who've been here for years and earned it many times over?

...which leaders seemed connected to our reality during difficult moments - and which did not. That's the post.

Coming soon to a garage near you for 35 happy v teamers!

Are we losing our monthly Purpose Corner?

How’s the first day back going in the 100% RTO sites?

Where's the collaboration they promised with RTO? I only talk to people remotely, never in person, outside of the random meeting that I might as well skip. I even eat my lunch alone. It's a joke.

A century-old syrup company is proactively addressing the impact of artificial intelligence on its workforce. Instead of considering layoffs, the company is focusing on how employees can leverage AI to enhance their roles and add greater value. This employee-centric approach fosters confidence, encouraging staff to embrace new technologies and acquire new skills. The company's commitment to its people has also aided in attracting and retaining talent in a competitive market. This strategy ensures that growth is achieved without compromising employee well-being.

San Leandro, California

https://americanbazaaronline.com/2026/09/04/no-layoffs-in-101-years-487600/

I think I just witnessed corporate amnesia in real time. 😂
Last year, our 🐭 Associate VP went on a full-blown rant about nurses transferring members to Pharmacy without first telling the member what was happening.
We were essentially told:
“You need to explain the transfer and give the member a choice!”
Okay. Message received. We followed the guidance.
Fast-forward to 2026… 🍿
Apparently, that guidance has been deleted from the corporate memory.
Now we're being told we are expected to transfer EVERY member to Pharmacy. No asking if they'd like to be transferred. No giving them an option. Just… transfer them.
And if you don't?
Coaching.
Keep not doing it?
PIP.
So I'm a little confused.
🐭 Associate VP — 2025:
“Why are nurses transferring members without telling them?! They need to KNOW and have a CHOICE!” 😡
🐭 Associate VP — 2026:
“Why aren't you transferring every member?! Don't ask them—just transfer them!” 😡
Nurses:
“Wait… 🐭, didn't YOU literally spend last year telling us NOT to do this?” 🤔
Management:
“That was then. This is now.”
Nurses:
“So what changed?”
Management:
“Our metrics.” 📈
But wait… there's more! 😂
No raises for existing employees this year.
Meanwhile, we're hiring new people into the same positions at salaries higher than what current employees are making.
So apparently the message to the people who have been here, doing the job, taking on more work and meeting the metrics is:
“Thanks for your loyalty. Here's your $0 raise.” 💰
And the message to new hires is:
“Welcome! Here's more money than we're willing to give the people already doing the job!” 🤡
Nothing says “we value our employees” quite like paying new hires more while telling existing employees there isn't money for raises.
So we've got:
🐭 Contradictory leadership
📞 Mandatory transfers that used to be frowned upon
📋 Coaching/PIPs if you don't comply
💰 $0 raises
👋 New hires making more than existing employees
But wait… the Associate Engagement Survey is coming up in a few weeks! 🎉
So when that survey lands, please take the opportunity to let management know what you actually think.
If you're frustrated with the constant changes, lack of raises, pay compression, unrealistic expectations, or the threat of coaching/PIPs for not following the latest directive, say it.
Because apparently the only thing management hasn't changed yet is the survey. 😂
Maybe this year's employee engagement score will finally tell them what the employees have been trying to tell them all along
peak up. Be honest. Use the survey.
And remember:
Your 🐭 Associate VP may have corporate amnesia… but hopefully the engagement survey has a memory. 🤣

One thing for sure: askin AI beautifying PPT deck >> socializing with their BEST FRIENDS

Why it’s always empty .
Everyday, every time I go there, it empty. Rows upon rows of empty desk.

No one comes to work in this office. Yet they say it’s full and booking is hard.

Next week I'm going to kick back to C+ level work. No more A+ overachieving. Forget circle of excellence, aiming for the triangle of mediocrity - badge in, meet expectations, go home at 5 pm.

I know everyone works differently and has their own preference for how they’re most productive—whether that’s remote, in-office, or a hybrid of the two.

I’m one of those people who genuinely thrives working remotely, and I’ve proven that I can do my job well that way. Requiring everyone to come into the office four days a week for more “collaboration” moments feels unnecessary to me. My role realistically requires one or two days in person, and I’m happy to come in for those.

And when we have a New York office and team members who are still working remotely, what’s really the difference between being at home or sitting in an office for a Zoom call?

Target has done an excellent job silencing its employees, and almost everyone I’ve talked to is miserable. People are being asked to come back to the office without additional compensation, while many haven’t seen meaningful raises in years. There’s a growing disconnect between what leadership thinks is happening internally and what employees are actually experiencing.

And unfortunately, I think the guest is starting to notice that disconnect, too.

Happy employees = better work = better products.

I visited this week, as a tourist, and was amazed to see how pristine it is. Even Backstage! I assume people work 24/7 there but are there people who work on nothing but recovery all night??

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.

Seriously, why?

They clearly don't do anything with that info.

Have you submitted your voluntary and confidental Employee Engagement Survey yet?

But they never ask the questions that actually matter. Imagine if they asked the real questions on the next one, the ones that could make a difference. I'm not holding my breath, though.

lets all just stop working and spend hours setting up mini golf courses around the building. and spend hours playing mini golf. has this ever been done?

Hello friends and colleagues. I would like to apologise. Yesterday for the first time in 7 years I forgot to post a meaningless #lifeatbny LinkedIn post. After our recent inspiring and uplifting “Ask me Anything” with RV (as long as it’s pre approved meaningless questions that don’t challenge the narrative) I had resolved to double down on my “look at me I love BNy” LinkedIn posts. I hope that my lack of LinkedIn post yesterday did not discourage, demotivate , or cause anyone in my team to wonder wait does she still love the company or not. So sincere apologies to all. #lovelifeatbny #lookatme #proffessionalbootlicker

U.S. Bank’s culture increasingly feels built around one assumption: employees cannot be trusted.

Track IP addresses because people might not be working where they say they are.

Crack down on medical accommodations because someone might be abusing the system.

Centralize / eliminate Business Resource Groups because employees might be spending too much time on work that doesn’t directly produce output.

That is Theory X management: assume the worst, increase control, reduce autonomy, monitor more closely.

The problem is that policies designed around the small percentage of employees who might abuse trust eventually punish the employees who earned it.

And once people realize they are being managed as potential problems instead of valued professionals, engagement dies very quickly.

You can force compliance.

You cannot surveil people into caring.

What do you think will get people’s attention more? Really low engagement scores, or a really low participation rate? I’m thinking a really low participation rate. Execs seem to care more about that than actual survey results.

Someone just took a pic with our CEO and posted this... And it got1000+ likes... honestly surprised since I vomit in mouth just on the first paragraph 🤢

Today was one of the highlights of my 27-year career at ExxonMobil Baton Rouge. I had the opportunity to hear Darren Woods speak with employees and, as an added bonus, spend some time with him during a safety demo in the field. I was even fortunate enough to take a picture with him, something I'll remember for a long time.

What stood out most was his authenticity, transparency, and willingness to engage directly with employees. His answers to our questions were thoughtful, candid, and reaffirmed why I am proud to be part of this company.

One statement that particularly resonated with me was: "Not here to advise. Not here to consult. We are here to deliver." That mindset reflects what I've experienced throughout my career and why I remain passionate about the ... Blah blah...

Already being pushed to do it so let’s do a survey of our own.

Will you do it? Yes/no
If yes, will you give happy talk BS to placate them, tear them a new one or something in between?

Everything is always doom and gloom here. I'm trying to find something good to say to shake things up a bit, but I'm coming up short. Anyone got anything?

The person they brought in for this wellbeing presentation, is one of the most chilling presenter I have encountered and not in a good way.

There was no emotion, blank stare, no genuine feeling about anything. Everything seemed practiced and rehearsed. I know sociopathic tendencies are rampant the higher you go up the ladder but this one kind of scared me. It’s like I would not ever want to work with that person and can’t take any advice seriously. Maybe it’s just me and so overworked that I have no idea how this will help.

The current union has little to no presence on the floor. There are lots of new employees, yes some of them are lost causes and that’s the narrative more experienced members will run with. Regardless, a lot of new people are not associated or familiar with our union and unfortunately won’t be till radio silence is broken for either a big election or contract. There was no communication last contract until they were looking for us to amend what they presented. A little packet, two excel sheets, vote on that, and no you can’t have anymore details and the FULL contract is confidential.

I would really like some outreach from the union to the floor outside of union meetings, in this day and age there should be other avenues of communications.

If there is no change from the elected union officials then their time in their cushy jobs will be short lived. Though they are not allowed to campaign on company time, I am allowed to make sure they don’t get elected on company time.

So yeah, course correction anyone?

How many have experienced racist managers in Tech? Seems like it seems to be very prevalent. HR aware of this?

"If you're working, you're not working hard enough. And if you are working hard enough, you're not working long enough. And if you are working long enough, you're not passionate enough. And if you are passionate enough, well, you're not hustling enough. And if you are hustling enough, you're not loyal enough. And if you are loyal enough, you're not focused enough. And if you are focused enough, well, then you can kind of see how this goes..." J. Fluke