#employeesatisfaction

Everything is working out well for us, and this leadership has never been the one to lay people off just for the sake of layoffs. Please, correct me if I'm wrong, but I'm done stressing over cuts, at least for now.

How much worse off can you be than staying here if they show you the door and send you off with a nice severance package? Honestly?

I have the Sunday night dread starting early on a Saturday. This place drains me.

It’s just sad. This company used to be amazing.

Why are people in their 40s looking to get out of Cisco? I am told Cisco has a very chill environment and people are happy to work there. I am seeing posts here on people voluntarily leaving and it’s scaring me, as I am currently looking to join the company. Do you guys still recommend Cisco?

Could someone please clarify how the “4 good weeks out of 6” policy is measured? If it is tied to the 3‑days‑in‑office requirement, does that mean I would only need to be in the office 12 days over a 6‑week period (4 weeks × 3 days)?

Our team provides 24/7 global support, with all communication conducted electronically and no in‑person interaction required—especially for my role. My workday does not begin at 8 AM nor end at 5 PM, and weekend coverage is a regular part of the schedule. Despite consistently meeting or exceeding performance expectations, I have not received a meaningful salary increase in years, and I cannot afford to live near the office.

For me personally, the 40‑hour monthly commute is unpaid, non‑productive time that could otherwise be spent on work or on personal recovery. As a result, the in‑office requirement feels fundamentally misaligned with the remote, round‑the‑clock nature of the role.

are employees seeing any improvements in the work environment with the new leadership?

Why aren't we earning monthly Verizon Dollars? There's nothing in the FAQ or terms that exclude employees, and my app says I'm earning them, yet I'm not. Surely that measly $10 wasn't all we're eligible for?!

I'd like it even more if there were fewer cuts, but I can't lie that it's not a good job. I think there are many of us who feel the same way, and only mind the frequency of cuts, but otherwise enjoy our jobs (decent pay, decent benefits, great folks to work with, what's not to like?)

What's the point of giving anything beyond the minimum?

I don’t wanna go to work today. It’s not enjoyable anymore.

When researchers examined return-to-office mandates across S&P 500 companies, they found no significant improvement in financial performance or firm value, but a clear fall in employee satisfaction — making the policy’s measurable human cost easier to find than its promised economic benefit

https://siliconcanals.com/t-return-office-mandates-firm-performance-employee-satisfaction/

Teradata is a legit great spot if you're a SWE who actually wants to build real stuff instead of constantly refreshing LinkedIn for the next round of layoffs.

You get to work on massive data systems that actually matter to big companies, not some half-baked startup that burns through cash and then ghosts half the eng team. The tech is solid, the problems are hard in a good way, and they're not out here treating engineers like disposable headcount every time the market dips.

Compensation is competitive, the work-life balance is better than the usual grind, and you can actually grow without wondering if your job is safe next quarter. While a lot of folks are still recovering from the last wave of cuts or staring at empty calendars, people here are shipping product and getting paid to do it.

If you're tired of the chaos and want a place that values the people building the software, Teradata is worth a look.

...and please, please, stop using the above phrase in modern emails. With respect; I get it, it was once a common phrase. Those years are long over.

Peace.

It's such a simple concept that's been proven true over and over again: treat employees like they matter, and they'll make a difference. But when you treat people like cr-p, even if it's just some, everyone notices. The respect you lose isn't just from that one person, it's from everyone watching. This place used to understand that. Now it's just another lesson they'll learn too late.

It’s hurting!

Current RTM’s, how was your Q2 bonus versus when you were an SR?

Any word if there will be a 2nd round sent out for voluntary leave? I am SO regretting not accepting that offer!

I keep asking myself if I actually like this job anymore. The answer keeps changing and not in a good direction. The work itself is fine, but everything around it is draining. I can't remember the last time I felt excited to start the day.

What do I do

I received my smallest raise ever this year (aside from zero during Covid). I had a good rating this year as well. Is this normal or does my boss hate me?

Was there for quite a while paid upwards of $1300 a month for many many years.

Deductibles were high, even on the plan where they deductible was the least amount.

Prescriptions were expensive, even with that insurance.

Post Baker Hughes I’m coming to realize that their insurance was not all that great..

Now at a different employer with their insurance, it’s 1/3 cheaper per month deductibles are very, very low and prescription medicine is cheaper.

We have been "cost saving" for the last 5 years and we are STILL CUTTING. I chose to control my future rather than wait - this year or next - to be RIFd. This company does not care if you are an amazing employee - we are just numbers always take the money

What’s happening with UHC Texas C&S, specifically service coordinators? They aren’t laying off, but they are shrinking numbers drastically through natural attrition. After 1% across the board raises for even 4s and 5s, they immediately quit backfilling spots when people leave, resulting in low pay increases coupled with high increases in workload. Our caseloads have increased drastically and we are nowfalling behind and not meeting members needs the way we should be. Everyone is discouraged and most people are looking at leaving soon. It takes months to onboard and train new SCs to the point they can take on a full caseload, but they still haven’t hiring. It’s the members that suffer the most. Turnover has been accelerating since everyone is overworked and underpaid and many people have left. In my service area we’ve probably lost a quarter to a third of our nurses this year. At the same time we are getting emails saying the company is doing well….

That must be someone fckng joking, right?? Folks in these locations are reportedly super happy, aren't they: Canada, Costa Rica, Czechia, France, Germany, Hungary, India, Italy, Japan, Poland and the United States. That is so sick given the existing real experience, suppressed by fear in the surveys though.

https://www.prnewswire.com/news-releases/kyndryl-earns-2026-great-place-to-work-in-11-countries-and-2-ranking-on-the-global-most-loved-workplaces-list-achieving-more-than-180-workplace-awards-302825920.html

Mike Gianoni said. "As we have in the past, we will support impacted team members, we'll provide an enhanced severance program and career transition assistance". Nothing there is true. You get 2.5 days per year instead of the standard 1 week or 2 weeks per year. No career transition assistance at all. You get a 1 time 1-1 help building a resume. Got two months after 20 years.

Just wanted to get a pulse on how folks are doing lately. Morale seems pretty mixed across teams.

With the direction the company’s been going and the culture shifts over the past couple years, how long do you realistically see yourselves staying at U.S. Bank? And for those who are actively thinking about an exit, what’s your criteria for a role that feels worth making the jump?

It feels like a lot of people are frustrated but also sticking around because finding something with comparable pay/benefits isn’t easy. Curious how others are navigating that balance and what your thought process looks like.

Those with a 4 performance rating. What what was your increase? I'll go first. 2%
This can't possibly be normal.

Yes, I am actively job hunting.

I'm not staying just for a paycheck anymore. I want self-worth, a non-toxic environment, and a salary plus benefits that reflect what I'm worth.

Yes easy questions; what actually been improved as the PA system su-ks, D&S staffing model is confusing as he-l, benefits have only gone one way, morale likewise…I am seriously struggling what has improved….

When I got the notice, I thought my career was over. Instead, it was the push I needed. I found a role with actual work-life balance, a team that respects me, and no daily dread. And I'm not alone, I keep a running list of ex-colleagues who've moved on and thrived. Not one of them regrets being let go. It's a strange comfort knowing that getting cut might be the best thing that ever happens to me.

CDW used to be an A+ company. It valued its people and understood that its success came from experienced employess w/strong ties to customers... Now, the focus has shifted from people to $$$s. Employees feel replaceable, like #s, no longer valued. Old culture made us great but now is gone. If you've been around long enough you understand what I am saying.

I got 38 cents is that normal for raises I feel like we should get more specially to adjust to the cost of living 38 cents does not cover the cost of live g at all.

What was your RSU refresh after your Year End Conversations?

Please include your level and performance rating.

There has a been a interesting string of posts here about how morale is improving at Uniti. If that is true how do you explain the falling employee ratings on glassdoor? It has shrank over the last year to 3.0 out of 5. That's the lowest of any major player in the industry. Only 39% of employees say they would recommend a job there to a friend. That does not sound like a company on the rise.

Serious question because I’ve been on STD for a while and haven’t been updated on this. I’ve read so much on this forum and feel like I need to know what I’m going back to since no one on my team has reached out. I did get the first email about being eligible for the VSP but haven’t gotten any other communication for anything else.

Treating people well isn't complicated. When you respect employees, they stay and contribute. Mistreat people and it brings everyone and everything down, including productivity. Why can't leadership figure this out?

If you care about your mental health, stay far away. They'll tell you they care about employees, but it's all talk. You're just a number to them and they treat you as such.

The comments are very pukey too.

"TIME's America's best companies list which recognizes organizations that stand out for employee satisfaction, financial performance, and sustainability transparency."

What a joke. Employees are not satisfied. Financial performance is terrible. Must be a pretty low bar to make the list.

https://www.linkedin.com/posts/jennifer-manchester-5255aa1_proud-to-share-that-fiserv-has-been-named-share-7480998924154073088-VYTt/?highlightedUpdateUrn=urn%3Ali%3Aactivity%3A7480998925391552513&highlightedUpdateType=SOCIAL_SHARE&origin=SOCIAL_SHARE&utm_source=share&utm_medium=member_android&rcm=ACoAACYMkNIBD-GWPZlWEfpOLTBnZ-SXV-1K9WQ