#feedback

BNY has perfected a new corporate art form: mid level managers who treat LinkedIn like an audition stage and themselves like a microphone.

Every leadership post, every transformation slogan, every intern’s “growth moment” gets amplified instantly — not because it means anything, but because it might be noticed by someone above them.

It’s all about personal branding and no backbone.

On this forum, employees describe a culture where honesty is a liability and silence is survival. Yet on LinkedIn, these same managers gush about leadership, culture, and “the journey,” as if repeating the script might magically make it true.

PLEASE STOP! These are not emerging leaders. They offer no insight, no action, no original thought — just a chorus of upward aimed applause designed to look like emerging leadership.

Come on. You know exactly who I’m talking about – the typical brown nosers and chapped lips sympathizers always rushing to amplify every leadership quote, transformation slogan, or intern level “growth moment.” Call it “personal branding by echo chamber.”

The reality is that the louder the amplifiers cheer online, the quieter they are when it matters — especially in rooms where truth would actually help people. It’s not leadership. It’s survival theater.

Everywhere you look there’s a constant stream of BNY human amplifiers performing relentless positivity, endorsing perspectives they never practice and celebrating changes they privately fear.

I wonder why this has become the fabric of our current culture. Perhaps because at BNY, the safest leadership move isn’t speaking up. It’s saying nothing original and applauding everything.

Echoing power is the only growth strategy that actually works. And as far as the backbone part — Authenticity isn’t rewarded. Agreement is.

Does anyone think the change to armed security is strange? They claim the change is due to "employee feedback", but I've never heard any employee request armed security. Is there another reason this change was made that they're hiding?

Getting my PDS feedback this week. Please pray for me!!

Post here if you are NRE and have your Assessment feedback scheduled before August 15th. How close are you to retirement and what do you plan to do? Is this your first or second in 5 years? If your first and you have more than 1 year to go, is it worth it? Is it time to band together for a Class Action Lawsuit?

Well, what are people hearing how the year ended?

Anyone else no longer able to see the Fannie Mae “bowls” on Fishbowl and Glassdoor? It now says they don’t exist. They were active prior to 10 am yesterday.

Over the last decade, this company shifted more and more toward hiring and promoting people who are friendly and easy to manage, instead of those who are smart and willing to challenge the status quo. Anyone who asks tough questions or push for better ways of working are immediately labeled as difficult and punished, while yes-people are rewarded. This is exactly why you hear less debate, see less accountability, and see fewer ground breaking ideas. Maybe it’s time to recognize that agreeableness is not the most valuable trait for a company’s success.

Related note, but toxic positivity is also overwhelmingly present here.

Got the email about survey results for Ops. None of the areas for improvement cited garbage pay. None of you wrote about that? Wild. Unless they ignored that complaint. And they would never do that.

Nike was preaching that each dealers to show customer regarding attributes of the Nike product and give one to one service.

In typical Nike fashion, they completely erased what they said and it never existed.
(if you are with Nike long enough, you will see what I mean).

And replacing great Independent dealers who had connection with local community with ROSS, TJ MAXX, Marshall, Costco and Amazon is not building a passage to the future.
Can anyone answer me seriously how Nike can charge a pair of shoes for $200 when you know that it will be in discount outlets above in 6 months?

Since Nike sla-ghtered all quality independent dealers in their hubris while back.
Maybe solution for Nike will be to go out open more independent dealer again.
Or at least try to franchise the independent doors with more freedom when it comes to offering of the products.
Because a store in Bronx, NY cannot be same as LA, CA. And Nike as corporation is not nimble enough to cater different product for different region.

And that is why Nike's idea of one style for everyone in 50 states has failed.

COLLECTIVISM HAS FAILED EVERY SINGLE TIME BUT NIKE IS DOING SAME THING AND PUZZLED WHY COMPANY IS GOING DOWN.

I have been with Schwab for 6 years, and still do not understand why people think that they are nice to each other?

There is not a day that goes by without people being rude, not doing what they promised, or just ignoring emails.

Oracle may use AI to assist in responding to your Service Request. Responses may include mistakes. You are responsible for reviewing and verifying any recommendations before implementing them in your environment.

It's almost as if Oracle is taunting customers and daring them to leave

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