#feedback

Why would Verizon waste time and resources asking employees to add their accomplishments if they’re getting rid of them? The portal is opening around November 24th. Whoever got the email might be safe — but who knows

Years ago, leadership showed all the doubting employees charts of the exponential EV sales growth just around the corner and that we just needed to believe in this unbelievable mission and press on when it was obvious nobody wanted to buy these electronic clap traps. Condescending pep talks of Zero Zero Zero that a nine year old would roll their eyes at.

Did they show those same sales forecast charts to investors and shareholders back then? What do they have to say about it now? “Sorry we got some things wrong, but gotta go cash our bonus checks - we’ll circle back and catch up about this later…”

Pray for all the people losing their jobs so that a handful of narcissistic a--holes could try to prove to the world they knew anything about their customers or the products they actually wanted to buy.

Got this from: @fw+1k8rsmmf8

I heard that one of the driving causes for the crash is Fiserv is backlash over excessive fees, particularly on its Clover point-of-sale system. I read this in a Bloomberg article, has anyone heard anything about this internally?

https://www.bloomberg.com/news/articles/2025-10-30/fiserv-s-30-billion-wipeout-came-after-client-revolt-over-fees

Post Dan's speech today, one gets the distinct impression that some version of Amazon's PiP culture coming to VZ. Maybe a 6% URA number to keep everyone on their toes?

Although survey results have not been published, leaders are already touting it as a huge success solely based on the number of teammates that responded, which is up from years past. As has been mentioned before, it does not matter how bad the actual responses are, if they get high participation, executive management sees it as a win; they see it as teammates caring, engaged, and believing executive management listens (and will do something about issues).

Wondering what date in 2026 my rating has been determined for 2025 and cannot be changed. Thanks!

If the decision is already made, then let’s use the next two days to be advisors to our leadership — not bystanders. we are better than the external consulting companies.

Why did Target really fail?
What are the ground-level truths about where our leadership fell short?
Which decisions over the past 3–4 years should have been made differently — or not made at all?

As a shopper of Target, it feels like the real issue is the quality of experience in your stores. Not sure how this gutting/reorg at HQ will solve any of the true problems that exist. The reality is the cleanliness, organization, employee availability/guest interaction, and in stocks have all fallen off the cliff. These are retail fundamentals that have nothing to do with speed in making decisions at HQ. Just last night there had to be 4 to 5 key grocery items not in stock. This is driving me to go to other retailers which are starting to become my #1 shopping location due to them have products in stock. Hopefully your senior leaders do actually monitor this to get the message. They don't listen to normal feedback channels.

What did you all think of Dave’s town hall yesterday? It was good overall, but still left some areas unclear. It’s interesting that some of the old DPA team members seem to have transitioned into stronger leadership roles instead of being impacted. I’m also not sure what the Tech Venturing and Innovation team actually delivers — based on my experience, they’ve created more disruption than value, yet manage to position their work as impactful. Their approach feels more suited for marketing than for a technology function. I’m surprised Dave is allowing this structure — his org already feels too top-heavy with overlapping roles. Hopefully, they’ll revisit the organization design soon.

Was she watching the same 3rd Quarter Earnings?

I mentioned where I work during an outing this weekend, and someone actually asked what that was. He was young, maybe early 20s, but can you imagine a decade or so ago someone not knowing about Xerox? I wasn’t offended or anything, but if there’s ever been a sign of where the company stands now, that was it.

Is anyone having meaningful discussions about the SPS results? With organizational leadership as low as it is, the LT response continues to be something along the lines of, “well we’re going through a reorg so that’s why we’re rated low.” That’s been the message since 2020. Does anyone have any thoughts around how to get the message to land when there is an actual bad leader at either a VP or EVP level? Trying to brainstorm and ask for advice on how other people have tried to explain it. The notion that the SPS is our voice is gone ever since they removed the free text fields.

The mail from Gina just came in.

I will focus on my team and my manager. I cannot really say much about upper management or board, as I am too new.

But it is a good sign that SAP offers the opportunity to provide feedback. Hopefully people will have lots of good ideas how to improve the company.

These days, I swear telling someone your thoughts is like yelling into a canyon. Nothing happens, nothing ever changes, even if it's something that could help significantly speed up things. There's no point in trying anymore. It’s easier to nod and move on than to waste energy trying to fix anything.

We can now send and recover feedback via workday!

Tell us the ridiculous feedback you received from your manager in 1-1 coaching or PIP meetings.

Today’s kickoff call is blatant reminder that our leader (PK) is simply out of touch with his sales staff. More than once, he referenced a female sales professional as a male. This female sales professional struct a deal that resulted in over $800k of revenue. He had one job and failed. He couldn’t even read the slide correctly. As a female sales representative in this organization, it was so disrespectful to this female. It just shows he doesn’t care.

Even more upsetting was that PK’s colleagues, mainly DV, didn’t correct the mistake. Everyone knew it. Can you be anymore out of touch with your employees?

Today’s call showed the company has no interest in selling equipment. “Hey sell what you could at our inflated price. We love you guys!” Thanks for the extra 1% DV. The extra $350 on a $35,000 sale will make a huge difference in my salary when I used to make $2k-$3k on those deals just 5 years ago. The 30% in price increases we have taken over the past 2 years won’t affect business. Hey our competition did it so we should do it, right?

I have begun the search to leave this company. I am tired of the overall panic from my manager and director to hit a number that is unattainable. More than 50% of the company is under 50% YTD. The company is paying less compensation which is why they are now giving you the extra 1%. Majority of deals are written using the industry low 2% override. If you think making 2% plus the extra 1% on deals is good, you my friend are exactly who they want working here.

I have lost all respect for PK after today. He doesn’t care about us. DV is also not a leader. Talk about a guy who made it because of who they know. The Japanese better wake up fast because these leaders have lost their sales organization.

Ha, her emails are as bad and cringey as her speeches...complete nonsense.

Just so everyone knows, Jenn R is taking action! She wants you all to know that she appreciates the honest feedback and the immediate actions she is going to take to alleviate the issues from the survey responses are:

1) Encourage all employees to create an individual Career Development Plan and obtain ongoing supervisor feedback

2) Encourage participation in training and development programs!

3) Increase awareness of technology and systems!

4) Host monthly small group sessions to provide feedback to leadership (so we can identify you fu----s who are talking all the sh-t)!

5) Celebrate team achievements and connect those to AT&T's purpose and the Guarantee!

6) Make sure everyone knows about their Lyra resources!!

Sounds to me like they've just unlocked the key on how to go from ranked 567 on the culture rankings to #1!! This is everything we've wanted and needed to make life better at AT&T.

These fu--ing id--ts make 7 figures and have IQ's in the 80's.

It's extremely telling that I have had three different emails from higher ups asking me to let them know once I have completed the Allstate Asks survey, and now McKeown has sent an ANI-wide email.

Zulfi and Kunal are not interested in honest feedback so why waste our time pretending otherwise? What do they get by people being over-positive in a survey that makes zero difference?

I’m at OMNISSA one and the feedback has been terrible. First hand feedback customers have said it’s not worth the trip. Nothing new, and the AI strategy is trash. A couple customers that have met Kevin norlin asked how he had a job. It’s embarrassing to be here representing this company.

If you are a new or old employee you should have received an email from
-Microsoft Viva Glint- for this anonymous survey. There are 30 questions total that have ratings on a 1-10 scale (1 meaning strongly disagree, 10 meaning strongly agree) you can add comments to each question rating as well. Keep in mind you can accidentally out yourself if you comment something that your manager knows it is a subject that you in particular talk about. While there are anti retaliation policies at GF that will not stop management from trying to figure out who wrote which comment.

Here is your one chance to make changes in your department. If you feel like your voices are ignored and feedback is brushed aside answer honestly and rate 1's. Managers with low ratings on this survey get put under an HR microscope, too many unhappy employees will cause action to be taken based on how many employees are unhappy.

If you don't have an issue with your department or manager then still make sure you voice that in the survey and give them a good rating. Good managers and leadership are hard to come by and employees do not get too many chances to have a say in their environment.

Your voice survey link was sent me for the yearly employee survey. I really have mixed feelings about giving real honest feedback. Leadership knows who doesn't fill out the survey and it doesn't take a rocket scientist to figure out who has something negative about the company despite them saying it's confidential. Yes, they know what you say when you provide feedback that represents an outlier that could be hurtful to others and the company. This could be the first year in five years that I am not going to complete the survey. Why? Because at the end of the day, our opinions really don't matter.

I haven’t seen the results or heard anything from my leadership. It’s almost as if it never happened. Anyone else?

Not sure how they expect anyone to Ever participate again after these last two have been totally ignored… Insane.

Is there a way to give real feedback on leaders without it being tracked back to us like an anonymous email server to the firm somehow? Feel like we are going to be in a bad spot if we can’t speak freely about what we witness and life will never get better otherwise

The numbers for August have been released and if you thought July was bad, think again.

I guess when sales people are continuously lied to and the company makes it almost impossible for those people to make a honest living, you get these results.

It’s a nice touch that they are giving us an extra 1% incentive this month on our sales. I also find it funny that once again the marketing department wants to know if our competition used the tariffs as an excuse to raise prices.

The employees of this company are not happy with the leadership. This new regime has ruined Canon and no one has the ba--s to tell the man that he is continually making mistakes for fear of losing their job.

Send the company survey out in September. Regardless of whether it’s anonymous or not, does anyone really think we will ever see the true results. I think we all, including senior leadership, know exactly what they will see. We will see a company where the employees have lost pride in the company they are employed by. You will see a company where the majority of employees lack trust in leadership.

In the end, the numbers and the profits may look good on paper but we all know those numbers are fabricated and won’t last forever as long as the hard working employees remain unsettled with the current state.

Is it anonymous?

The culture’s assessment? Terminal.

Let’s hear some of those responses. I don’t think they’re ready to hear what people really think.

Apart from CEO.

Ignore Ipulse, let's tell them what we think here, no holding back.

Nike's apparel leadership is sleepwalking through a masterclass in mediocrity, churning out clothes that fit like a midlife crisis and feel like a betrayal of their own "Just Do It" mantra.

Earth to Beaverton: the market is screaming for fitted, functional, and actually wearable gear, but you're too busy peddling baggy, outdated designs that belong in a clearance bin at a discount store. Lululemon, Vuori, and Fabletics are eating your lunch because they get it consumers will pay for quality, fit, and style.

Meanwhile, Nike's stuck in a 90s time warp, dressing athletes like they're auditioning for a Kohl's sale rack.

Your 25.7 line was a half-hearted nod at progress, but it’s still a swing and a miss. Not everyone wants to drown in oversized fabric that screams "I gave up." Take a look at golf, poor Scottie Scheffler looks like he’s wearing a hand-me-down tent every weekend. Your "standard fit" polos are a joke, forcing players to tuck in yards of excess fabric just to avoid looking like they raided their dad’s closet. Golf shorts? Baggy, long, and about as flattering as a potato sack.

Running shorts are fine, congrats on getting one thing right but your golf joggers are an insult to anyone who values style or function. Sweats are not joggers, Nike. Get a grip.

Who’s modeling these designs? A team of couch potatoes who think "athleisure" means "loungewear for Netflix binges"? The market is begging for fitted cuts, premium materials, and sizing that doesn’t assume every customer is built like a linebacker.

Consumers are dropping serious cash on brands that respect their bodies and lifestyles. Lululemon’s stock is proof of that. Nike, you’re sitting on a goldmine of opportunity, but your apparel team is too busy sniffing their own fumes to notice. Step up, ditch the initio, or keep handing the apparel crown to brands that actually listen to the market.

When do you think we can do another CES so I can give my opinion on how cr-ppy things are?

If you are at Dell then you aren't great either but just good enough.