#feedback

If there was one thing you could change in the next year with Truist Investments, what would it be and why?

Advisor Gateway blowwwwwws. I give them credit for trying to upgrade, but when you just put lipstick on a pig, well the original pig looks much better. By the way Envision was 100x better than eMoney. Saaaawing and a miss!

I'm sure a few folks have gone through the new mid-year check-in. What is involved ... was a meeting necessary or could an email take care of it?

To deconvert!

https://kstackpod.substack.com/p/the-real-fiserv-fight-isnt-early

Does anyone believe in this guy? He seems like he’s just a slick suit and doesn’t have any actual vision for the industry.

Tampa data science team is the worst team to work for. Modus operandi is to promote h1b friends and treat citizens and residents as sh-t.
If you want to get into a sh-t hole get in here.

The text in the email literally says "Even when no action is taken based on feedback", so, anyone who's making the argument that they are going to write their hearts out is just kidding themselves. If you want to vent, write a diary (for old people) or just say 67 for the youngins.

Here's what boycotting it does. It's not mandatory, so, does anyone have a good argument for losing your job if you don't participate? Not participating diminishes their little game where they collect sentiment data and make staffing decisions based on it. I am doing my part, please consider doing yours.

Have a great rest of your life.

Long gone - retired just before and during the Operation Excellence phase of the merger. After that all he-l came in from Frank. Jeff Y was gone to a house in Florida with a ton of cash. Everybody else learned SAPIENCE at the risk of termination. Yes there were problems of course - even IBM could su-k up a disaster or two. But the relatively good firm was shot full of holes. Am very sad at what it has become today.

We was told the annual employee survey was supposed to happen in June. Still nothing.

I have to wonder why… Are they worried the results will look like they did last time?

Because the feedback has been pretty clear… Employees have been saying the same things over and over, five-day RTO is hurting morale, the presence report is damaging trust, and people feel like leadership isn’t listening.

The action plans that come out afterward have become a joke. They check the box, put out some talking points, and nothing changes. They never actually address the issue employees are raising.

The answer isn’t another mental health program or another communication campaign. The feedback has been loud and consistent about what the biggest problem is.

At some point, leadership has to decide if they actually want honest feedback or just feedback that confirms what they already believe.

If the strategy is working, release the survey, get the results, and prove it. Or are you too scared to get your ego bruised again, Jon?

Bring back the survey you bloody cowards, too afraid of your employees you’d rather bury your head in a hole?

Lots of valuable consumer insights in the comments for the "leadership" teams at PEP

https://www.youtube.com/watch?v=WhVSww5fzBA&t=1s

Let’s call it out the directors of the UR Department are world class actresses but little to no experience actually doing the front line work
They attempt to put on world class performances but the workers know
It could be so much better

Well since they changed the timeframe of the VSP acceptance process from the 15th to the 27th, what are people actual thoughts on the extended window now. Does it mean more people than expected accepted the VSP or not enough and they want to see what needs to be done in the "resturcturing" faze of the layoffs in August. Also I want to know to anyone who accepted the VSP if things for you on a daily basis going fwd with your team is or has changed before the 27th. I know a higher level of person will be conducting the approval process, but since the VSP list is done does any of this info will trickle down to your managers ...sups...ect. I just hope people dont start getting treated diff since they are accetoing the VSP. please share if anything diff is happening for you since the deadline has passed.. TY

I'm wondering if there are any decent managers still around. Mine barely rates a 2 out of 10. What about yours?

When will PDS feedback start / end?

Are supervisors/ managers having a rough time giving feedback?

An Independence Day poll.
Who is honest on LLs?
Is it REALLY anonymous?

Does anyone know if there is an area in the internal contractor system for feedback/comments and also how long after a contractor leaves can a Manager add something to it, or does it close indefinitely within a day or so once a contractor leaves?

How does this mid-year review work.
You either get meets or not meets

My manager said , unless you are “not meet” nothing needs to be done.
Only if you are “not meet”, then it will be documented.

He said he has finish my review, but I did not see anything on my workday.

what are some things at your location that is driving you crazy?

She just dropped a video talking about how in America you have the freedom to compete, about the american dream. Meanwhile, she lays off all americans to hire Indians. That’s SO tone deaf, pure bs

Just read mine and it looked wonderful until it says I should do more. Ok I work 10-11 hrs daily yet my rating is "tracking towards below expectations" I felt I just got slapped.

July 7th

How are exit interviews going today?

The CEO with the worst presenting skills and personality ever is off. Apparently he leaves us in a position of strength…..

What ID10T thought product name up? Glad I finally said it.

When FT took back their Customer Service, they left Main Office Services and Customer Operations at FIS. Today, at a BPS Fireside Chat, SVP Ian McCoy and Client Services Manager Sandy Edmunds announced that FT is also taking back MOS and OPs, thereby terminating the ten year contract. Was only able to read the questions in the chat, have not see the recording yet, if there is one. The chat questions involved employees in those functions asking about their futures. The answers were not comforting. Sandy implied that FIS did not understand why the contract was being terminated. It was because they did a sh---y job and impacted FT's relationships with their own clients. She went on to address timing questions by stating that she did not know who the new vendor would be "unless they went behind their backs." That is a stunningly deceptive statement. FIS failed to deliver on every level to meet SLAs or they did a sh---y job whichever anyone prefers. It was shocking to read that. Will see what else can be gleaned unless someone else reading here knows more. Cue up the Mission Impossible theme...

With everything that’s been happening lately, I’m finding myself wondering how candid I can or should truly be. I know the survey is presented as “confidential,” but I’m curious whether others feel comfortable giving completely honest feedback or if you’re holding back because of concerns about confidentiality or potential repercussions.

No judgment either way, I’m genuinely interested in how others are approaching it.

The UK 🇬🇧 is looking like it’s going in the right direction. Share how KD affected your life at bp both the positive and the negative.

There's actually a PIP week here? It's not a year-round thing? Haven't been here long enough to know, but if it's true, I like it.

I worked for Dell for 20 years and I was told that I can't recieve references from management or co workers. Nor can active Dell employees contact me post layoff. Has this happened to others?

coworker got laid off few months back and i had to absorb 100% of his workload and was thanked for being a team player and stepping up, now i get feedback on not being fast enough with that added workload. is this a strategy to push me out?

Does this even matter?

Also I'm curious does this survey go to all associates? Or does the manager select a few designated pets who take the survey (which doesn't seem accurate as I am far from a pet lol)

My manager despises me because I ask him tough questions instead of having a "yes sir" person

The 8/1/25 email may end up being remembered as one of the most damaging leadership communications in AT&T’s history. Maybe even corporate world history. Not because of one quote, but because of the mindset behind it.

Employees said morale was declining, flexibility mattered, talent was leaving, and five-day RTO was making things worse. Instead of asking why so many people felt the same way, leadership explained why employees were wrong. Feedback was described as “more outliers than we’d like,” and employees were told there “might be a disconnect between you and your current professional choice.”

That response didn’t rebuild trust. It widened the gap between leadership and the workforce.

The issue was never just RTO. It was the message that came with it… when employee feedback conflicts with leadership’s narrative, the feedback not the strategy is what gets questioned.

You can mandate attendance. You can track presence. You can enforce compliance. But you can’t mandate trust, engagement, or belief in the direction of the company and that’s what Stinky is too boneheaded to understand.

Leadership is ultimately measured by results, whether people want to stay, whether top talent wants to join, and whether the company is moving in the right direction. Those are the questions that matter.

Stink is unfit to lead and should resign immediately.

I'll just say it.
These stores could change their flow upside down and inside out...it still wont change your sh**ty, nonexistent Selling Culture. Macys only solution to falling sales are floor moves. Change that!
Especially considering the flow and assortment at most Dillards have remained consistent for decades. Thats department store excels at customer service, those associates literally greet me at the door. The insanity of floor moves every quarter has got to stop!! Who isnt getting their job right the first time?!

I assume most on this site is current Nike employee or recent former employees.

if you think that EH should replaced then click positive or plus

if you think that EH and his cronies should be given more chance then click negative or minus.

Every year, the ELT says they want to hear our voices. What happened to our voices being important?
Release the survey and let the chips fall where they may!

see the vertical scroll bar on the right wide when you are trying to scroll through comments in a video playing.
Edge is garbage.

As I prepare for a vacation trip to Europe I contacted Vz Call Center. I must say the Rep was outstanding.

Being a longtime employee and Fios/Vz Mobile customer....historically was confusing and put so much on the Customer to manage.

I point this out for two reasons...first.... the focus and execution was flawless and secondly.... rhe Service Rep was awesome and hwrbrole needs to be supported and expandes and removebrhe Director/Sr Director headcount and live up to the hype of Customer experience

Can someone teach me how to be a yes-man and boost the egos of unskilled, manipulative managers? Apparently, that's the skill needed by TPD Associate Director. Please for once can they let go Boston AD …

Unfortunately, I'm not good at that, so they'll probably let me go.