#employeesatisfaction

I thought it was interesting that the latest survey I received did not ask whether I would recommend BNY as a place to work or whether I would consider leaving BNY for another job. I guess management is worried about the answers that would be given to those questions.

Fear of AI is at an all-time high. Not fear of a Skynet-style superintelligent singularity seizing power, generally speaking, but of something perhaps just as horrifying: that life under capitalism continues much as it always has, with one key difference — AI has made human labor obsolete.

A new survey by consulting firm Mercer polled nearly 1,000 executives across the United States. A jaw-dropped 98 percent of them said they have major organization design changes in the works around AI, while 99 percent expect AI will lead to layoffs over the next two years.

The Mercer report, first covered by TechSpot, also found a collapse in worker wellbeing as talk of AI dominates break rooms. In 2024, Mercer worker’s sentiment found 66 percent of employees surveyed said they are “thriving” in the workplace. By 2026, that number had fallen to just 44 percent.

At the same time, the number of workers who report being “unsatisfied” has skyrocketed, with over 20 percent of workers surveyed admitting they’re “unsatisfied but… don’t have a choice at this point and will be staying for the next 12 months​.”

How human resources managers plan to combat this workplace fatigue — symptomatic of a rapidly decaying labor market, not to mention stagnant wages across the board — is equally alarming. In the next two years, 49 percent of HR professionals say incorporating worker sentiments with behavioral data will become “critical” to managing labor on the job. A further 44 and 43 percent said the same of always-on surveillance platforms and AI chatbots, respectively.

To the business owners and corporatists of the world, this is the point of AI: to discipline human labor. That’s the large-scale economic process by which capitalists undermine workers’ bargaining power, through systemic mechanisms like debt, the so-called gig economy, unemployment, deskilling — and, according to some theorists, even the nuclear family.

In the workplace and outside of it, AI boosts these mechanisms, eroding workers’ power to demand change or even hold onto basic concessions like healthcare and pensions — labor rights begrudgingly pried from corporations after decades of workplace struggle.

The technology doesn’t even need to be particularly effective to achieve any of this. Business leaders like Shopify CEO Tobi Lutke are already using AI to squeeze more value from their workers, while venture capitalists use it to pry equity back from theirs. In some cases, managers are even using AI chatbots to decide who to fire.

In all, the picture is pretty grim. The richest men and women in the world have made it abundantly clear why they want AI. The tech may not be living up to their wild expectations quite yet, but they’re still unleashing it without hesitation. The only question is how workers respond now, before that hellish dystopia we all fear becomes our reality.

https://futurism.com/artificial-intelligence/99-percent-ceos-workers-ai-survey

You may now understand why employees' dissatisfaction at Dell sunk and will keep sinking.

I've been at several companies over the last 20 years, and I've been at 3M for the last ten.

I used to be able to enthusiastically say that 3M was the best place I've ever worked.

I guess that's still true, but not the 3M of today.

This place has gotten bad, and it continues to get worse.

Before I quit two years ago, I remember it taking 15 minutes just to log in every morning. To say the place was a mess would be an understatement. Not to mention, the whole Genpact deal destroyed already low morale. I was so happy to leave it all behind. Have things improved at all since then?

High performer with excellent performance assessments, but I can't do it anymore. Staff cuts have us at bare bones. We do not have the staff to do even an average job anymore, forget about excelling. All we do it jump from one fire to another, a little here and a little there, trying to satisfy everyone and actually not accomplishing anything. Client satisfaction is not even on the radar. Job satisfaction is non-existent. I'm done.

Trying to find any positivity at work has become more draining than the work itself, so I have stopped trying. Now I just cross off another day on the calendar each evening and remind myself how much closer I am to retirement. The people who make decisions here have made it clear that they do not value the people who have been here the longest, and I am done pretending otherwise.

No raises and no promotions for years, so now I do the bare minimum and they get exactly what they pay for.

I'd expect more people running for the door considering the current situation at SAS, but the fact is that the only reason turnover is low right now is that the job market is a disaster. People are not staying because they love it here. They are staying because they have nowhere else to go.

Rule #1 "Walmart employs staff on an "at-will" basis. This means that, legally, both you and the company can terminate the employment relationship at any time, with or without cause, and without advance notice." So here's the policy for a associates and this should be on the cover of the associate benefits book for all new hires, not page one, not in the back of the book, not in the fine print, but on the Cover. Everything else in that book is void see rule #1. The associate benefits if packed full of rules and policies but since rule was is always in affect, the rest of that book is more of religion Walmart wants followed and regardless if it is or isn't, see rule #1. They can claim rule #1 is only in rare cases, yet when anyone questions the actual reasons for their terminations, see rule #1. Performance above everyone else's and terminated? See rule #1. You spoke your mind because they said be honest and they wanted true feedback and was terminated? See rule #1. Followed procedure and reported harassment or unfair treatment but was terminated? See rule #1. The point is, the whole employment with Walmart is an absolute ridiculous joke.

LinkedIn named Shell the best place to work in Houston! Congratulations Shell!

I wonder how .... just how they could have concluded that!!! Has anyone ever filled out a survey for this? Does anyone know the metrics? Amazing news, but I don't fathom how this can be.

https://www.linkedin.com/pulse/linkedin-top-companies-2026-10-best-employers-grow-your-l243e/

While not totally indicative, Glassdoor rankings of CEOs are used by Elliott and others in assessing how real employees feel about CEOs and their performance. Looking at Glassdoor, here is how Phillips 66 stacks up in the industry regarding approval rating, senior management rating, and the other number is would employees recommend to a friend:

CEO approval rating / Senior Management Rating (out of 5) / Would Recommend Company to a Friend (%)

Phillips: 56% / 2.8 / 63%
Valero: 71% / 3.6 / 80%
Marathon: 77% / 3.5 / 76%
PBF: 50% / 3.0 / 60%
HollyFrontier: 77% / 2.8 / 61%
Enterprise Products: 83% / 3.6 / 75%
Williams: 85% / 3.2 / 66%
Targa: 87% / 3.8 / 75%
LyondellBasell: 60% / 3.2 / 66%
Dow: 67% / 3.4 / 73%

Notice anything? PSX is PBF and HollyFrontier. Let’s stop pretending.

Doesn't seem like you can climb the ladder here in any meaningful way. Your only option is to quit and find somewhere else to work if you want to grow your career. Am I wrong or is it dependent on BU?

With the yearly bul$hit that they can't afford pay raises why don't they give some money to employees via shares. They can do it for Execs across the globe so it shouldn't be an issue.

None of us were ever promised or even hinted at being given any form of loyalty. You were PAID to do a JOB.. Given money in exchange for your time and services, with the expectation of providing a predetermined outcome to the organization.

You can (and SHOULD) be let go of at any time and place that they see fit. If the organization decides that your services are no longer beneficial or in THEIR best interest (not your best interest), then letting you go is the ONLY move they can or should make. Be HAPPY and GRATEFUL that they were so GENEROUS, they went above and beyond the AGREED upon contractual obligations by providing you with EXTRA monetary compensation and even in offering post-employment transitional support.. things that do not benefit them in any capacity. Instead, these things actually create unnecessary costs and responsibilities, per each person that gets let go, just to “help” the same people that end up shiing all over it. They dont owe you anything that you didnt already agree to, stop being so annoying and bihing about being dropped. They calculated that youre role was dead weight, or was costing them more than it was providing. Emotions arent at play here.

Sorry, I had to get this off, some of yall are pathetic. Confidently acting like a teenage ex girlfriend that has abandonment issues and extreme chemical imbalances in the brain. You were never given or told anything to incite a reasonable expectation of loyalty, it has always been their money for your time and services. Be happy they did more than they were required to, and go find somewhere that you can actually provide value with your expertise.. instead of soaking up all the pitty party bath water in an online forum. This is the stuff that employers look for in someone to tell them NOT to hire you.

I used to love working here. Now I hate it, and I can't pinpoint when the shift happened.

Anyone see RV’s latest LinkedIn post and the comment suggesting that what Robin Vince is building at BNY Mellon proves that the most enduring organizations treat their employees’ financial futures as seriously as their clients’?
That’s a strong statement but it doesn’t quite line up with reality.
In 2023, the company shifted its 401(k) match from a per-pay-period contribution to a single annual lump sum, paid the following year. In most cases, employees must still be employed on December 31 to receive it.
That change matters.
One of the core advantages of a 401(k) is compounding consistent contributions invested over time. Delaying the employer match reduces that compounding benefit, and tying it to year-end employment effectively places conditions on compensation that employees have already earned.
Policies like this send a different message than the one being promoted. If organizations want to position themselves as stewards of employees’ financial well-being, the structure and timing of benefits should align with that claim, not work against it.

I sometimes wonder how quickly leadership would rethink their expectations if they actually had to do this work themselves for even a few days.

I work for Q, but I hate working here enough to buy its competitor's flagship.

Gas is creeping dangerously close to $5 a gallon yet we’re still expected to commute into the office three days a week. That disconnect is hard to ignore. Between rising fuel costs, time lost in traffic, the requirement feels increasingly out of step with reality.

What makes it more frustrating is that we talk a lot about “delighting customers” and being “customer-obsessed,” but there seems to be far less focus on the growing stress being placed on employees. It’s hard to sustain that level of care externally when internally, people are feeling stretched, unheard, and impacted by decisions of this AI-obsessed CEO. If the work is getting done just as effectively remotely, it’s fair to question whether this policy still makes sense for both employees and the company.

Can you hear me now Dan?

Yeah, I know you don’t care. Your laughing all the way to the bank.

Many mid-career millennials are dissatisfied with their current jobs. They prefer an external push like a layoff to voluntarily leaving. A survey by online education platform ELVTR found 37% of millennials are unhappy in their roles. Nearly six in 10 hoped for a layoff to exit their job. This trend is called "career dysmorphia" by ELVTR's CEO.

https://www.fastcompany.com/91502603/millennials-dont-want-to-quit-they-want-to-get-laid-off

This forum was nothing but a bunch of cry babies complainging about the new CSP and now, it's awfully quiet from them... Guess it isn't so bad afterall huh?

How bad was it for you?

Pay is below market, raises don't exist, and talent gets zero recognition. With all the layoffs, individual contributors are doing management work on top of their own jobs. Meanwhile everything keeps getting offshored. There's literally nothing positive about this place.

This was a genuinely good place not long ago. The last three years have been a steady decline. Culture, pay and benefits, job security, all sliding. Now I've completely lost faith things will ever improve again.

Is the blue pulse truly anonymous?
Lets say they get all 0’s for most ratings, do they listen more to that feedback or off with her head?

Not that I have faith we’ll see the results, but if we did, I wonder what the majority of responses would show. Are most people unhappy? Is it just certain functions? I don’t feel like anyone I talk to is satisfied with where this reorg has taken us but that’s such a small sample of the larger CVX population.

Curious what the ceiling really is here, because mine didn’t exactly change my life.

A few years ago, this career became just a job.

My only motivation is pay day, and putting food on the table.

No climbing the corporate ladder
No MVP photo op.
No spreadsheets.
No daily reports.
No metrics.

I do my job to best of my ability and go home. MY job. Not everyone else's.

I think this is how most of us see the job these days, @ct+1kpc62cbh. It's sad that it came to this. But seeing it as anything more is foolish.

Were we supposed to see our raises already for salary in America? Got a 3 for a ranking, thought we would at least see a cost of living raise effective April 1st

Thank you for contributing to our success ! (and by “our” I mean…well, if u know u know)

Are we getting raises this year?

How is this possible? We need to speak our truth!!

Here’s what Glassdoor has for USB:
U.S. Bank Snapshot
3.3 overall rating (out of 5)
based on 11,947 ratings
49% would recommend to a friend
29% approve of the CEO (I agree with this one)

Go in and let your voice be heard. I just changed my rating and gave my review based on the latest mess with RTO.

This is by far HCSC’s biggest and ugliest April fools day joke ever! They already had the list of employees they were sending home. Just send that sh*tty email to them and leave the rest of us alone in peace. Thanks for caring about your employees!

We propose the following revised chargeback structure:

FWA devices: No chargeback period

CPE devices: 0–2 month chargeback period

Purchased phones: 3–6 month chargeback period

No product or service should carry a chargeback period exceeding six months. Establishing reasonable and clearly defined timelines would create a more equitable system and reduce unnecessary financial strain on employees.

1. Insurance Costs

Healthcare costs continue to rise while compensation does not keep pace. Employees are increasingly burdened with financial decisions that should not be necessary given the company’s performance.

1. Pay Raises

Merit increases are often minimal or nonexistent, even for high-performing employees. Current compensation growth does not align with industry standards or inflation.

1. Stock Together Program

There has been little to no communication regarding the future of this program, creating uncertainty and concern among employees about its continuation.

1. Employee Appreciation

Current recognition efforts are perceived as insufficient and disconnected from employee needs. Meaningful appreciation should reflect the real contributions of frontline employees.

1. Retail Store Conditions

Retail locations are experiencing declining traffic and morale. Employees are frequently understaffed, overworked, and experiencing burnout, which negatively impacts both customer experience and retention.

1. Work-from-Home Opportunities

Remote work has proven successful but is being gradually reduced. This limits access to talent and reduces opportunities for employees who do not live near designated locations.

1. AI Implementation

The use of AI in customer routing within VCG and VBG raises concerns regarding fairness and transparency. A first-come, first-served system would provide a more equitable distribution of opportunities.

1. Retirement Benefits

Non-union employees do not receive the same retirement benefits as union employees. This disparity should be addressed to ensure fairness and long-term security for all employees.

1. Paid Time Off (PTO)

The current PTO structure requires extended tenure to earn additional time off. A more reasonable progression—such as increasing PTO every three years—would better support employee well-being. Additionally, limits on accrued PTO should be reevaluated.

1. Contractor Reduction and Domestic Hiring

A commitment was previously made by leadership, including CEO Dan Schulman, to reduce reliance on contractors. However, there has been no visible reduction in overseas sales representatives.

Employees are seeking clarity on when this commitment will be fulfilled and how it will be implemented. Specifically, we request transparency regarding plans to reduce overseas contractor roles and increase hiring of domestic internet sales representatives.

Reinvesting in a U.S.-based workforce would align with prior commitments while improving communication, consistency, and overall customer experience.

Closing

We are proud to work for Verizon and want to see the company succeed. However, that success must include fair treatment, competitive compensation, and genuine respect for employees.

So, layoffs are over and most of the VRP folks have left. David and Kari are headed toward the door. HIH hasn't gotten any worse. Spring is in the air.

With all that in the mix, how is the overall morale you are seeing among your team and co-workers in general?

I'm not seeing the same level of employee retention, respect or overall job satisfaction moving forward after the post-merger with SNPS.

The other sad truth was the latest RIF targeted folks that had been with Ansys for 10 plus years marking them redundant and expensive talent.

Ansys was a solid company that treated their employees with respect and dignity. They wanted their employees to successful financially and career-wise.

I bet moving forward that directors and above will be the ones getting RSUs and higher salaries planing for more RIFs while everyone that does the day-to-day work suffer or pushed out.

Read the email about retirement changes. Sc--wing us again. This company su-ks. And the VOA survey won’t show happy employees. Another joke and complete waste of money