#feedback

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?

Remove all parasite "leadership team" elements.

What value do they add to the operation of the company?

All some of these people do is go to meetings, spam worthless information on "YAMMER", and re-post the rubbish that their friends have published on LinkedIn .

Some of these people are job stage 8 and 9 . . . . How are these positions justified?

Results are out and they look positive? high 80s for the engagement score. Not what I expected what do you all think? Didn’t give a good rating to my immediate manager , hope it won’t come back to bite me in end of year reviews. Fell for the ‘fully confidential’ lie

Almost a year since I got cut and my life is better now. Is anyone actually enjoying it there still?

So when is the experiment going to be over? So much expected for every level of employee except the big wigs, when does it all end? It has to be close, if not months until the end of dsd. Don't let the company fool you, everyone knows the latest rtm experiment is intentional. All the intentional order padding.

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

I thought the new process was supposed to result in quicker feedback. Has anyone actually received their formal ranking feedback yet this year? I can’t tell if some of the prior posts are parody….

Where I work the L and D “leaders”at HQ messed up our operations training so badly that Operations had to take operations training back from HQ. Now the training is almost as good as it was prior to 2023.
This is just one example of how Malformation has been a total flop.

Curious to hear from interns about their experiences this summer. Don't be too specific or give any identifying information.

Recently attended an Agency travel trip with the top SF agents in the company. The common feedback shared with Chairman’s Council and other executives during the trips sessions was agents have lost TRUST with SF senior leadership. Wow….That speaks volumes for the >20k agents selling and servicing SF products.

I exhausted myself at Dst just to get the same level of respect an employee at another company would recieve if they were in the bottom 5% of employees as ranked in performance. Even thought I was the top performer in my area. After I left, I did tell my supervisor's wife that he was cheating on her. I had no obligation to not disclose it. My supervisor criticized everything I did at Dst. So I did the same thing after I left, and there was plenty to criticize about him. I imitated him after i left by pointing out his faults to his supervisors in my exit interview

What a joke.

It won’t ever happen as they know they will have a mass exodus and left with the cr-p. Nice thought but nope won’t ever happen your reviews and the bean counters are the ones going to make the decision.

https://www.trustpilot.com/review/tiaa.org

What he said in the ATG live really pi---d me off and changed my mind. I wasn’t going to take it, but now I will.

I’d rather blast leadership in the survey again than sit it out. If nothing else, it’ll force them to confront the exact same feedback they’ve been hearing for the last couple of years. Now, whether they choose to listen is another story, but at least it will signal nothing has changed.

If the people who are frustrated don’t participate, then all that’s left are the people who think everything is fine. That paints a completely false picture, and I’m not willing to let that happen.

The survey only has value if people answer honestly. If leadership doesn’t like the results, maybe the problem isn’t the employees giving the feedback, maybe it’s the reason for the feedback itself.

Silence changes nothing. Honest feedback at least gives them the choice to either address the problems again or explain, once again, why they think everyone else is wrong.

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….

Anyone else psyched to be at the front lines of angry students and parents when rush hits? It’s so unbelievably stupid to allow orders for items we do not have and not tell the students we have to source these items somehow and it will take weeks. Oh and we can’t cancel items. And can’t cancel orders. But customer service is so so important!!!

What was your assessment feedback? Share the most useless and inactionable feedback you received this year.

That is all

The latest questionnaire was due end of Feb.
I was let go in April.
Did corporate ever roll out the results or was it too impossible to apply the lipstick?

Enjoy!

https://youtube.com/shorts/qUEdThH-qtM?is=dmMxDbgsclgAw_fz

I cannot believe how absolutely ridiculously this organization operates.

A meeting ends and these id--t managers think another meeting is needed to follow up the just finished meeting.

How about hiring some competent people then you won't need to have irrelevant meetings wasting everybody's time?

Is this the most tone deaf, worthless, let them eat cake townhall this company has ever had to date? I think so...

You can tell how disconnected management is from the company and how they never actually talk to people. They get on a meeting and just spew like everything is great. Soon as you address issues they turn a blind eye because it requires them to do something besides say its great. Like actual issues the company has with getting customers service or improving efficiency. Nope, they make it sound like you are the problem when all you are doing is asking how can we fix this.

Does anybody else have the popcorn ready for the moment Dell realizes they've laid off way too much of institutional knowledge and things are not working as they're supposed to anymore and there's nothing they can do about it? I'm personally fully seated for that moment.

Are we submitting questions or assuming that even with the format pivot we aren’t going to get real, honest answers to questions.

Personally, I hope people submit their toughest questions and demand accountability from MKW. It’s been a sh*t couple of years and that’s largely on him and the rest of leadership.

annual performance evaluations are out

What is the point in feedback sessions if it is always the same nonsense talking points then why take the time for a meeting.

What an absolute disgrace of a migration, whoever signed off on big bang approach should be sacked. I feel for the support team

What are our marketing teams even doing? Millions of dollars were spent on cramming celebrities into an Ad that made no sense meanwhile adidas’ Ad was everywhere. We couldn’t escape it this World Cup. Who is signing off on these Ads? The London billboard debacle as well was embarrassing. It seems marketing has lost a step. All that effort just for two adidas teams to reach the final is fitting for how Nike’s turnaround has been going

Joel didn't say anything meaniful, I had looked forward so much to that townhall like it was the Oscar's, it was just a waste if 1hr, couldn't answer any question straightforward or plainly

When will portfolio SEs be pooled resources and not be involved with initial discovery calls?

Just goes to show you how Cisco values SEs.

How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

I see exhaustive number of complaints however I do not see anything factual where somebody was truly laid off as a result of RTO or anything else because it’s all vague and not specific. I think the intent of the site has lost its path. Instead of making a comment as my teammate was laid off maybe because they weren’t performing but be more specific as I have yet to see somebody be laid off in two years

0/10 would not recommend!!!! I wrote they are exploitive and my thoughts on making us all wait for this VSP. Mission Simplify is a fu--ing joke

I was listening to a podcast and the discussion was with a management consultant. I think they summed up the issue with Phillips 66 and this management team:

“…the macro implications of a society that is maximizing profit is that it's going to be minimizing other goods that aren't easy to quantify.”

Under Greg, there was a balance to things—a purpose. He cared about people and the legacy of the company. Yes, he was not perfect, but you knew he cared about the company, the industry, and the people.

I believe that is gone. We are just focused singularly on making more money, trying to beat the competition, and just catering g to shareholder interests. It is interesting that, despite that focus, we are falling further behind, while also giving up the soul of the company and are experiencing an erosion of culture.

In our search for profit, Phillips has abandoned its commitment to people, developing people and taking chances on people with promise. Instead, we give people a job description and tell them it is on them to prove they have the skills for the next role. We talk only in terms of shareholder interests, returns on equity/investment, and tell people we must always be focused on beating MPC, VLO and a group of companies that the management team and board are focused on.

Am I wrong? Would like other perspectives. Is Phillips still committed to people and the interests of the communities and customers we serve?

Come to think of it, I have been with the company for 10 years and almost never hear about customers. Why is that?

If you had to describe Citi in just a couple of words, what would they be? I've got a feeling I know what the majority will be.

At what point do we get to give real feedback on Teams and M365? I’m ready to let them know IT SU-KS! I’ve never felt so chaotic, unorganized, constantly interrupted, and overlooking messages (I’ve never done that!).

I don’t even open the silly group pings at this point (whatever they’re called).. our team has created 5,428 different group chats with similar acronyms- how the heck can we keep this straight!?! And the 500 training decks that they share are useless if you don’t have time to spend days reading and learning this insanely chaotic platform (please STOP sharing “helpful decks”.. it’s not helpful!).

And don’t get me started on the fact that we’re encouraged (forced) to put everything in a “group chat”.. so now nobody can find the documents and they keep messaging asking you to forward it to them again. What’s the point!? Just send it in an email!!

This is ridiculous and we need to let them know it’s not working!

The Verizon Home app needs a full redesign rather than incremental fixes — it isn’t performing well as-is. Features like parental controls are overly complex; simplifying these and prioritizing customer-friendly usability should be a core focus of the rebuild.