#employeeengagement

I recommend people to put their bonus score, so we can collectively try to create transparency ourselves. I’ll start:

CoSA: ERC
Level: Senior
Rating: ME
Multiplier: 115%

Curious on how people would grade EH so far in his stint as CEO. I feel like it’s pretty mixed, coming in everyone was super excited, and lately been feeling those sentiments have waned a little.

In a day of social media, only 21 likes on the Intranet page for the townhall is quite embarrassing

Are they still bringing in fast food for inside reps? You’d think they’d try something more thoughtful to keep people energized and engaged during long days at their desks.

The answer to ensuring our pay rises at the rate we want (above inflation, to keep the structure the same over time) is simple: we need to unionize. Asking in town halls anonymously why it makes sense for hourly pay to pass staff isn’t going to get a pay raise. Wondering when we’re going to get ours because the union gets theirs won’t do it. The company won’t raise pay out of kindness; only to retain the required talent to operate. Gathering together to negotiate pay terms together is the path to set us free. I see you. We need to unionize and move as one, not as individuals.

I’ve completed my appraisal diligently every year. And every year it’s the same outcome: a “2” rating, talk of a pay rise… which then slips, slips again, and suddenly it’s appraisal time all over again. Please do your appraisal.

My role itself isn’t very fulfilling. There doesn’t appear to be much of a pipeline, yet there’s also no conversation about letting me go. I’ve applied to leave and been turned down. I don’t particularly want to become “the new guy” yet again in a technology I’ve never touched, especially when the promised training never materialises. You’re left to struggle, only to see the company later hire people who have been trained elsewhere—and happy to pay them more per month than the cost of the training course would have been in the first place. Who are bloody useless as have no business knowledge.

So I’m genuinely asking:

• Do I decline to complete it?
• Do the bare minimum?
• Make a proper effort in the hope of a pay rise that never seems to come?
• Or be completely frank and say how things actually feel?

Interested to hear how others approach this as the deadline is this week.

Serious question. How are fellow employees staying motivated after low to zero expected rewards?

Dell used to have quarterly spifs.
Both LEMC and LDell.

They didn't make a huge difference to earnings but they were fun and something to focus on.

Aren't there short term bonuses available any more to push a new or hot product?

“This February, something big is coming. A moment that reminds us why coming together matters, and why our work has meaning far beyond the walls we walk through each day.

On Feb. 25 at 9:00 a.m. CT, we gather for our first Optum Insight Town Hall of 2026. Picture the feeling right before the opening ceremony of the Olympics. The lights lower. The music builds. Teams from around the world step forward with one mission, one goal and one shared purpose.

That’s us.

As one global team, we will come together to celebrate who we are and what we stand for. Trust. Discipline. Teamwork. The power of many moving with one shared purpose.

This year will demand focus, courage, and collaboration. This Town Hall is our rallying point. Our chance to reconnect. To look ahead. To feel the energy of what we can accomplish together.

Get ready. The spotlight is warming. The music is rising. And our story for 2026 is about to begin.”

The writing’s on the wall. That’s all, folks.

Thoughts? It's insane how they are tracking too.

What is happening with the Bank Ways of Working announced yesterday in the town hall? When are we getting more information?

Board approved Mikes request to remove employee engagement results from a compensation calculation for SOC. But enjoy bigger bonuses funded by layoffs

I’ve been at this company long enough to know when there is a flurry of “wellness”, “coping with change” and “making your debt work for you” optional training sessions, that many more redundancies are coming. It’s the cynicism behind this that really angers me

stock is at $58, at what point do people realize extra effort is required to dig out of this. even 1 weekend a month would be a huge help to turn this thing around. let's go !!!!

Who is enjoying TAS Senior Managers and above being preoccupied? Best days of the year!

The best employees in the world are trusted to work where they want, when they want, and how they want. Not because no one is watching, but because they’re capable adults with talent, character, and integrity. When you hire people like that and give them autonomy, they consistently deliver more than any mandate ever will.

A five-day RTO policy sends the opposite signal. It tells top performers they aren’t trusted. And they respond the way the market always does, they leave. What’s left is a shrinking, less competitive talent pool made up of people with fewer options, the bottom quartile of talent.

If connectivity and flexibility are truly our product, we should be the company that proves it works, not the one that contradicts its own message.

Same old? Or will there be some major news? Maybe RTO requirements will be more lax?

Interesting that it has not been rolled out yet and no one is able to give date for release

Saw COED mentioned in a post and have heard it mentioned before but have no idea what it stands for or how the process works. It has to do with approving roles but that is all I know. Meets once a month? Who can shed light on this? What does it stand for? What does it do? Who is in it?

Stop wasting your breath

I had a conflict and missed the Open Mic, I assumed they would send out a recoding but after that last email it seems likely they will not. Can anyone share what was spoken about? Are there more changes coming?

Whats everyone putting for theirs? Does learning how to use Grok to make deep fakes of our dear leaders count as AI training?

If they are shifting employee led initiatives like employees are responsible for development efforts and writing their own individual goals. What's the point of top heavy management? We dont need them! They cause more risk to the company by being sloppy.

Why did all FTE not get yesterday’s email? Multiple on my team had no idea what the lot of us were talking about. Not that it wasn’t just a pathetic excuse for “transparency”.

Pretty much every team experienced JEs. Lost a lot of tenured, experienced people. Doesn't even feel that great to still be here with things looking so grim. Still no official announcements from leadership - just word of mouth.

Ex-schwabbie here wondering if employees are planning to group together and participate in the general strike tomorrow. As you should know Schwab is deep in bed with Trump and is so cosigning the atrocities happening at home and across the world. I'm just curious but not necessarily encouraging a strike... Just something to think about...

I'm so tired of ki-ling myself at work when it feels like no one even notices. I could do the bare minimum and get the same thankless result. It's frustrating to realize that going above and beyond here doesn't get you anything but more work. How's that okay?

Now if you volunteer, they’ll donate. “It was the right thing at the time to have that” speaking about Vol for Vaca.

Sending an employee survey the day after massive layoffs is so tone deaf and par for this company. No point in even filling them out as it’s obvious senior leaders don’t care.

why do we keep filling out pulse surveys to never see the results? why bother with the charade?

Looking back, did your life and career turn out the way you expected by 2016?

I'm done going above and beyond. From now on I'm just doing exactly what's required and keeping a low profile. Putting in extra effort here has never been appreciated, so I'm stopping.

I just keep refreshing this page on my phone. Productivity this morning is zero.

Of course, under Alvind and the Pipmunks, IBM didn't make the top 10 companies to work for in the US, but maybe they were #1 in India for Alvind's National Vindaloo Curry Toilet Infrastructure. And don't forget the Krabanaugh contributions.

Link --> https://www.msn.com/en-us/money/careers/the-10-best-us-companies-to-work-for-in-2026-according-to-new-glassdoor-report/ar-AA1UEQqi?ocid=msedgntp

For anyone who has a large balance of Standout points (Point Perks program) you may want to use them now, just in case you get whacked over the next few weeks.

Perhaps addressing the rumors by confirming or discounting them would allay fears.

Its been interesting to see the small and not-so-small ways that people have been tuning out since Charlie Scharf took the helm and the never-ending march of layoffs started. From small shifts in attitude and lowered enthusiasm, to slow walking projects, all the way up to people drawing hard boundaries on their time, and what their teams have the resources to deliver. I can't remember the last time I talked to someone who was enthusiastic about being here, or actively trying to make things better.

Who’s actually walking out tomorrow and who’s just going to stand in the parking lot for ten minutes before realizing it’s cold and they have bills to pay?

Can’t wait to see the "movement" take place between the end of lunch and the afternoon meeting. Groundbreaking stuff

DW in the first Your Growth Powers our Future” video: “I am very fortunate to have the career that I had with the company. I think early on, I was lucky in that senior managers took an interest in me and made sure and made sure that I got some of these experiences. “ (referring to a diverse set of roles across the org).
So admitting his career was built on luck and being deemed a hipo by senior management early on. If you’re lucky enough to be a chosen one early on, you’ve got it made. Perhaps you started with the right manager over you that was also a high flyer. Or you made a connection with someone by happenstance and they took a liking to you. Guess that’s life.