#feedback

Fancy Name Tags ( especially as if I invented the AI ) doesn't add ANY value to the corporation..

Shoulda popped that in the survey.

Been chatting with a recruiter friend who said he avoids former State Farm employees because too many are too toxic. I tried to get more out of him, what does that even mean, but he just shrugged and said that's his experience. What's that all about? Do we actually have a reputation?

I'm getting really tired of seeing no benefits from good results and shouldering all consequences of the opposite. When everything was great, there was no upside for employees. Yet as soon as things started to fail, the downside was layoffs. And it keeps happening.

THe timing of the Pulse survey is straight out of the deeply flawed HR playbook cooked up by MaryYoYo Chardonnay.

https://www.theregister.com/on-prem/2026/05/28/kyndryl-takes-employees-pulse-while-cutting-off-circulation-for-some/5247246

Another round of Allstate Asks where Zulfi tells us that they want to know what we think, but then they complain (and target you) if we don't give them the answers that they want.

I've been at several companies over the last 20 years, and I've been at 3M for the last ten.

I used to be able to enthusiastically say that 3M was the best place I've ever worked.

I guess that's still true, but not the 3M of today.

This place has gotten bad, and it continues to get worse.

Before I quit two years ago, I remember it taking 15 minutes just to log in every morning. To say the place was a mess would be an understatement. Not to mention, the whole Genpact deal destroyed already low morale. I was so happy to leave it all behind. Have things improved at all since then?

I have been at Open Text for a while, and I still can't tell if leadership has any kind of long term strategy or if we are all just responding to whatever crisis popped up most recently. My previous employer had plenty of problems, but at least they had a roadmap. Here, it feels like we are always reacting to something and never actually moving forward.

Participation is optional. Answer any, all, or none of the questions. Totally anonymous.

Pinky promise.

Dell Quarterly Employee Survey
By the VP of Sarcasm and Irony

1. On a scale of 1 to 5, how excited are you to provide feedback that will be carefully reviewed, summarized, ignored, and filed away forever?

2. How confident are you that leadership already knows the survey results before you submit them?

3. Which follow-up action do you expect after this survey?

A. A thoughtful action plan
B. A vague email about “listening”
C. A slide deck proving engagement is up
D. Another survey asking why survey participation is down

4. How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

5. What is the main purpose of this survey?

A. Improving the workplace
B. Measuring employee sentiment
C. Creating the appearance of concern
D. Supporting someone’s promotion packet

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

7. If this survey leads to action, which action is most likely?

A. More meetings
B. More dashboards
C. More corporate language
D. More reminders to complete the next survey

8. How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

9. Which phrase would you most like to see retired from the survey results email?

A. “We hear you”
B. “Actionable insights”
C. “You spoke, we listened”
D. “We are committed to transparency”

10. Would you recommend this survey to a coworker?

A. Yes, if they enjoy performance art
B. Yes, if they need a break from real work
C. No, but I’ll forward the reminder anyway
D. Only if leadership completes one too

I lifted this off Mattel's board as it was trending, I am claiming no credit but I do find it funny.

Penny’s profile image on Amplify news stories feels like she’s laughing at us.

I had to laugh.

"AI produces gains where tasks are structured, feedback is quick, and performance is measurable. It does not magically fix bad management, muddled processes, or poor judgment. "

Sooo...who is going to tell Derek Flowers?

https://thehill.com/opinion/technology/5892858-ai-workplace-divide-careers/

Any word on if there’s going to go thru with in in New England? Should be soon, the higher ups are in for a surprise if they do. A lot of good talent will be leaving from what I hear..what a joke, let’s make this like 2005 and put these managers in the spotlight and talk about their cr-p numbers that we can easily look up. I can see director and above but individual managers !? Bye bye verizon for many if this happens

is when the regulators start looking at how employers ignore honest feedback from AI.

better keep those records.

Why is it that I always get some job that I didn’t ask for and that I don’t want? Nooone ever explains to me why the job is a good next role. Has been happening for 20 years now.

What program do you use frequently that has a terrible user interface design? Our time writing system is just terrible. So many clicks and pop up windows. Very unintuitive.

A good project for a long holiday weekend would be to create FIS Bingo cards. What are the endless terms, names, even phrases that have been used to beat employees to death in meetings and emails. Or meetings that should have been emails. Go ahead, do your worst.

Does anyone else ever imagine how much better this company would be to work for if Tim Welsh would have replaced Andy?

Everything is urgent. Cost is all incompassioning. Technical engineering excellence is non existent and unimportant. Add more trackers and layers of weak yes men management.

Since when did they start making hourly employees do the KOF? I thought it was only for the salary positions.
Knowledgable others feedback

Is there a way to disable the stupid Bny default background. Having to reset our background every 20 minutes is annoying, wish they would let us at least have windows default backgrounds at least. Who the he-l wants to look at the pillars as their background.

Let the fun times begin cause it’s almost upon us. Who wants to place bets that we will see a repeat of last year with falsifying ratings so they can terminate people based on bogus performance? Then Robbie can look amazing for saving the bank millions without saying how

What was the Trust in Leadership score this time? I didn't see it in Gina's email. Did it go up or down?

What is the point of the feedback? Im so over getting harrassed about that sh-t and half the people requesting it or it assigns to you i dont even know.

Our staff meetings are a joke. A lot of words, no substance and acting like everything is great. How are your “leaders” handling your teams staff meetings, given nobody knows Dan’s master plan?

Listed SS as one of the top companies to work for. LinkedIn has SS as the best workplaces to grow. Well...there you go. We all know the truth.

What you guys think?

Needs Improvement's raised: 0
Meeting Expectations raises 2 - 4
High Performer raise 5 - 10

Not sure how accurate these numbers are but here a video for insight
https://youtu.be/mqsPJqDOKT0?si=EmZjAZZwYRhAUqla

Rule #1 "Walmart employs staff on an "at-will" basis. This means that, legally, both you and the company can terminate the employment relationship at any time, with or without cause, and without advance notice." So here's the policy for a associates and this should be on the cover of the associate benefits book for all new hires, not page one, not in the back of the book, not in the fine print, but on the Cover. Everything else in that book is void see rule #1. The associate benefits if packed full of rules and policies but since rule was is always in affect, the rest of that book is more of religion Walmart wants followed and regardless if it is or isn't, see rule #1. They can claim rule #1 is only in rare cases, yet when anyone questions the actual reasons for their terminations, see rule #1. Performance above everyone else's and terminated? See rule #1. You spoke your mind because they said be honest and they wanted true feedback and was terminated? See rule #1. Followed procedure and reported harassment or unfair treatment but was terminated? See rule #1. The point is, the whole employment with Walmart is an absolute ridiculous joke.

Just curious

Ford AI: Hi, how can I help you?

Me: Show me 2026 Bronco Inventory

Ford AI: Error. I'm having trouble getting that information. You can try again or come back later.

Me: why did it take so long to say "I have trouble getting that information" :). What is my closest dealership?

Ford AI: Error. I'm having trouble getting that information. You can try again or come back later.

Me: what is my closest dealership

Ford AI: Here are some links that may be relevant to your search for the closest Ford dealership:
Locate a Dealer
Find a Dealer

Me: Just tell me the name of closest dealership

Ford AI: I can provide you with links to find your closest Ford dealership, but I cannot tell you the specific name without knowing your location. You can use these links to locate a dealer near you:

Locate a Dealer
Find a Dealer

Me: Ok...here is my zip code.
Ford AI: Please use the following link to locate a dealer:

Locate a Dealer

GEMINI:

Me: what is closest ford dealership

Gemini: You have two very convenient Ford dealerships nearby depending on which direction you are heading.

The closest options are:

1. Ken Grody Ford Carlsbad
   This is your absolute closest option, located right in Carlsbad.

Address: 5555 Paseo Del Norte, Carlsbad, CA 92008

1. North County Ford
   Located just slightly inland in Vista, this is another very close alternative.

Address: 420 N Emerald Dr, Vista, CA 92083 (Located in the Vista area)

funny how hard they would push them and now they've been quiet about it for almost a full year

The shills or trolls (doesn't matter which) who keep posting the "we're growing! everything is awesome! the people we laid off deserved it!" BS are just trying to bait us. If we stop engaging with them, maybe they'll get bored and go away. The best way to push back is to downvote and move on.

This site is a potential gold mine for management, assuming they genuinely care about understanding what employees are thinking. Reading this board gives a pretty clear view of what is happening inside the organization, though I could be wrong.

Management should identify the main themes being discussed on Layoff.com and measure engagement around them, then do the same on LinkedIn. Combining those two data points would likely provide a much more accurate picture of what is happening on the ground.

The board should require executives to do this instead of relying on sanitized surveys that get massaged beyond recognition.

Food for thought.

For the Devon side - this one should sound familiar. “Many managers actively avoid confrontation or honest feedback because it requires emotional maturity. Rather than doing the job they are paid for, these individuals let problems fester until they become so disruptive that higher-ups mandate cuts to clear out the bloat”

How honest are we being this year with regards to feedback at BNY?
I'm usually extra generous when it comes to ratings but this year i find myself being brutally honest and people don't seem to be getting good scores at all (i'm blaming menopause)!!

What got people on the list vs what saved them? There’s one person my team - haven’t seen them in the office. Another person in a different office within commuting distance but never goes in.. neither one was on the list. Each has other issues - unresponsive, argumentative, harassment - so yeah what got you on the list? Has to be more than no more Agile framework.

Am I the only one feeling that the NetIQ has terrible interface design and is terrible to use?