#feedback

Do not ignore the opportunity to tell it like you see it. So many are beyond disappointed and talk about it offline, well now write it out. Someone suggested not participating. That doesn’t move the metrics at all. Participate and tell it like you are when you think leadership isn’t listening. Don’t be a coward!!!!

are there diff policies on this?

Does anyone else feel that a certain group of people take forever to approve the data access request for others ??
You have to reach out to them 10 times before they would even respond.

Heard it went over like a lead balloon.

Go back and look at posts from 1 year ago

https://www.thelayoff.com/fiserv?page=20&sort=active

It's so clear zero progress has been made at all

This new WE initiative happening - they made a big deal about it on GK’s last company townhall but has anyone actually seen any progress, aside from badge access in MN hub? It’s supposed to help employees reduce the nonsense in their day to day jobs, but nonsense seems to be only increasing.

We're averaging an HRBP leaving almost every 2 months since the reorg in wave 2. Are we going to do away with this pool model? It's confusing and not working.

The way this company allows these providers to speak to us is disgusting! They way they’re allowed to b!tch whine call us names mock us complain that everything is our fault……but theres no ASL and no immediate help. And the second we bite back because we’re enforcing the company’s F$cked up rulesAnd we’re the ones on the hook for it?!?! Unreal

If the engagement surveys are truly "anonymous" how do they know who has done them and who hasn't?

I absolutely love the fact that leadership is practically begging people to fill out the employee survey. Have any of them seen any of the feedback? A whole lot of really pi---d off people out there. Management will ignore the content which makes it baffling that they are pushing it so hard.

Alright everyone… how honest are we going to be

Why have no heads rolled? Meanwhile the average employee is out in the bottom of the ranking bin for some BS reason like not communicating technical topics in a non technical manner.

If your slide deck slogan is ‘we are going to hold the Customer accountable’ then you probably need a box!

It seems like there are senior leaders that peruse this site. If they were to ask your feedback about the upcoming org changes and layoffs what would be your recommendations?

As the first full day comes to a close, keen to hear some feedback, positive or negative.

Today when the bell rings. The final reckoning begins. Nike is going to reap what its owed. The years of woke advertisement, DEI, the coverups, the bad choices they kept making. It's all boomeranging back. The allainating of the man in the street, it's over.
Today it begins, and October 1 it ends.

What comes out of the survey results and feedback?

Sorry but everyone tries to find the unintended worst in everything. This isn’t like the golf ad with violence on women. Sneakers free floating or dangling has long been a thing.

The next time you see shoes hanging from a clothes line or power lines are we going to claim racism? If I tie my shoes together and toss over my shoulder do I support public hanging now?

This world is getting ridicolous. The fact this was even apologized for is nonsense. It shows Nike fears the negative press and being on the offense is no longer a thing. The big bold in your face brand is nothing more than fluff now.

Nike = be on the defense always….

For those who attended the GGP, how was it? Did it give you something to look forward to? What was the atmosphere?

Like a complete unknown, like a rolling stone.

I keep hearing that “in the old days” it was not like this. It has me questioning whether this is the right company to grow my career with.

It seems like everything is a struggle these days.

I am interested to hear from those people who have worked here for a long time on what they feel has changed and more importantly if it can be fixed.

Maybe if someone up top is actually monitoring this site they will see what is being said. The fear is even if they do I have little confidence to believe they will make the change. Our company is run by people who are days away from retirement.

If you dare (we all know this really isn't anonymous) tell 'em how you really feel!

Disclaimer: I will not be doing it.

That said, I am itching to know whether a couple of the old standard questions, and the ones they really got beat up on last year, are even on there anymore.

IE (paraphrasing but these 2 particularly) :

“My company cares about my well being”

“I would recommend AT&T as a great place to work to family and friends”

We would like to hear why you love this slogan. Thank you for your attention to this matter!

Listening to Emily Elswick discuss her faith this morning and then walk through an entire slide dedicated to her personal travel and work trips was certainly a choice. Given that our MIP was 70%, I’m not sure this was the moment for a personal highlight reel. Also genuinely curious how she ended up in this role. What experience or qualifications actually supported putting her in this position?

They are making fun of us for our poor operating performance at Golden Pass

https://lnkd.in/p/dADWkHiN

Wish they had a better dress sense for the “Global Townhall.” I’ve seen McDonald’s managers dress better than these executives. 😂

What will we learn about today? That their idea of making people more comfortable is to add a Wellbeing center to a fully saturated, overpopulated, and loud office environment? Or pickleball for all? None of that will improve the quality of the experience for the customer, who can’t hear us on our calls due to the noise around us. The only part that makes me feel included is that it stinks for everyone.

Thoughts?? SUMO at it again

I've made it through at least six layoffs now, and all of them left me scratching my head. All the rounds didn't seem to follow any obvious pattern. There were people with years of experience who disappeared, while others I expected to be vulnerable stayed. But then again, some of the newbies were also gone. Different pays, different statuses, different ratings... No common ground whatsoever.

my department leader is scared of pulse. she sends us pre and post pulse surveys no one is brave enough to fill out. she tries to act like a fun, happy leader. she promotes leaders who overdo social engagements.

everyone knows how fake she is.

For a company like NVIDIA, I am not happy with the kind of support we are getting from IT. How about other business units?

Did the website remove the search bar? I used to be able to search RRP/raise threads but I can't find anything now.

Got called on it and told to do 8 hours

So the people that said you can just do 6 hours or 7 hours. That was all BS

"We no 1 in this , We're no 1 in that, We are market leaders, We have a broad portfolio"

The fatigue is real

I’m interested in that area but curious if anyone has insight on culture? And I’ve heard they get hit a lot through layoffs

As a teammate with nearly three decades at Truist and a pre-merger heritage organization, I want to name what I believe is the company’s real problem.

It is not low deposit growth. It is not the search for a niche. It is not delinquencies, charge-offs, underperforming products, weak technology, missed post-merger execution, revolving senior leadership, constant reorganizations, a vision that is endlessly discussed and rarely delivered, or employee surveys that appear to be read and never understood.

The core failure is that executive management has become so disconnected that employees, with thousands of years of combined experience, now show up each day less concerned about being terminated than about collecting the severance they believe they are owed.

They no longer come to work the way they did for decades: to do the best job they can, to serve clients they once loved serving, and to make this bank the best it can be. They walk in knowing the relationship has become transactional. Truist asks for more and more while treating “teammates” as a 50/50 business arrangement it no longer honors.

I never thought I would share that mentality. I always believed that showing up, putting in the work, and receiving fair compensation was a win-win. Over the last seven years, that balance has broken. Poor execution and poor decisions have created a kind of daily mental grind: people do not know where the company is going, where they will sit tomorrow, or whether they still have any real value to an organization that feels rudderless in a storm.

The Regional Acceptance decision made sense on paper and was probably overdue, as were other strategic moves. The failure is how those decisions, layoffs, and restructurings have been handled. Town halls from executives who have been here barely a year - talking about their trips, résumés, and past experience - do not land with people who have spent their careers here. Neither does the constant “team-centric” language about living your best life and endless career possibilities while the next reduction in force is already taking shape.

Executive management has been the problem since the merger was announced, and it remains the problem today. Teammates have said as much, repeatedly, through the surveys leadership seems obsessed with collecting and unwilling to act on. Truist is one of the best examples of organizational myopia in corporate America.

Anybody else just feel like the interview questions are pointless and do not reflect the candidate properly? Why it is the HR questions are tick box exercises and not actually about the role. I got a question last week about diversity and inclusion... what the actual f**k?

Why not ask about the job and what experience i bring.. they wonder why all these companies lose good candidates to their stupid questions. I've literally had a 10 years old ask me more technical questions about my job than HR could ever...