#feedback

I was informed last week that my job was impacted by the layoffs and offered a severance package. Another job came up in the company I could apply for. It is a step down but I’d keep my benefits. Not sure if I should take the severance and run or try for the position…. Any feedback?

From those who attended please share your thoughts

Which topics do you are you interested in?

What do you think about the email?

The company culture is built on a foundation of distrust, particularly regarding leadership and feedback mechanisms. Pulse surveys are treated as a joke; the promise of anonymity isn't trusted, and employees see no positive change resulting from constructive criticism.

Follow-up meetings feel like attempts to 'brainwash' employees into believing their voice matters, which is made worse by condescending 'family' and 'Vteam' rhetoric.

The most toxic part is that leaders are reportedly penalized if their teams are too honest, creating a system where compliance is valued over improvement. Leadership's communication is viewed as political and disingenuous, and the company feels like a hollow shell of what it once was.

Anyone else ever receive a request for feedback about their Manager/Director from the VP of the chain of command? I received a request but no one else on my team received one. Wondering if this is a screening for them or for me ahead of the rumored January layoffs?

Whoever wrote it thought they were really doing something.

Did the launch of the Everyday Solutions cards flop? Why are they pushing hard for associates to sign up for exclusive offers but I don’t see anything exclusive about the offers? They all seem pretty basic and not worth it.

L and D is posting on various platforms stating what a huge success the Month of Learning was.
No it wasn’t, it was the same failure it’s always been since the new group of leaders took over.
Everyone I’ve talked to says they didn’t get anything out of it.
They’re trying too hard to convince, I don’t know somebody, maybe even themselves, that they are really performing a good service to the employees.

Anyone else unable to access the My Performance section of the HR portal to enter their year end comments?

I mean, at these point executives have not only become tone deaf but truly cynical. At least we know that these surveys are completely worthless. No matter the results, they will label them as "opportunities".

Have heard of a crash in Pulse participation… anybody seen this?

Spoke to a customer today who has had a support ticket opened for months now... support and our product development have basically told him that they don't have the time to address his issue. Meanwhile the issue is a known problem which is effecting multiple customers. Cant share much more but all I can say is how do you expect to market and sale a product if we cant even support it ourselves?

Does Dan realize that the real problem in verizon is the over paid huge management hierarchy.I mean come on the amount of money and red tape spent on Managers is unbelievable.Every manager has a higher paid manager above them that does even less.That worked in the ma bell monopoly of endless cash not now!!!The only real value in verizon anymore is the only people that actually know or do anything.That group is the associates union and nonunion on wireless & wireline side.All jokes aside most managers are really clueless.Some where hired from pizza delivery places because their daddy was a executive somewhere in verizon.How about we get rid of the timesheet signers who only job is to bother associates over meaningless things instead of focusing on the customer.The people who matter need to start being cherished more and listened to more .Time to squash the Management pyramid of Verizon and focus on moving forward

With this new system, and unattainable goals: how can a goal be set if management doesn’t allow you to meet it? It seems like a very complicated way of saying gotcha!

Tomorrow is the last day for the employee survey. How many have completed it, because nothing ever changed from the past surveys. I’m not sure of the purpose of the survey, so why waste my time. I don’t trust anything here anymore, the company has completely changed as of definitively September/October this year, noticeably the targeting of employees by management and HR for minor things are strange behaviors.

The messages on this site are making their way to HR. Apparently the RTO discussion is making some headway and was brought up on their early Monday morning call.

To HR: push back on this mandate, no one likes it and it has no benefit over 4 days.

So many people cut on this last round and many have been with the company for over 5 years and they are the people who built how we do things today! Rivian sent them all packing! Don't believe all the positive messages you see on LI about those impacted I hear they paid employees extra on their packages if they wrote something positive.

At Verizon, we are always listening to what our customers are saying as we focus on giving them the best experience at incredible value.

People complaining on reddit that during exam session on the MyLearn courses it crashes down. Will AI be supportive to resolve issues?

Did they do away with this?

I have not gotten a single survey this month nor have I received on since June....

What is going on?

Since I’m one of them, can we do an informal poll here and ask people what they appreciate and value most in a manager-employee relationship? What management traits make someone a good manager?

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.