#feedback

when you tell people at wprk you’re unhappy, you think you’re putting the co on notice... like, im a good employee, i’m telling you something is wrong so go fix it before i leave.

but that’s usually not how it works.

your boss tells their boss. then everyone starts asking what’s up... and maybe for five minutes it sounds like they care about the problem.

but then all of this always flips...

because the problem you brought up is probably happening under their leadership. so now it’s not “what do we need to fix?” all of a sudden becomes “is this person becoming a problem?”

then come the usual labels. you know them all...

ur not a culture fit. probably checked out. might leave anyway. maybe we need a backup plan, who's covering for him, who else knows her work, etc...

and now the thing you complained about is no longer the main issue. you are the main issue.

meanwhile you’re sitting there thinking they’re working on it. but behind closed doors, they are deciding what to do with you...

because fixing a broken system is hard. replacing one fu--ing unhappy employee is sooo much easier for them...

so before you tell them everything, just understand the game. rarely feedback leads to change but, often, it just tells them who to plan around.

stay safe.

Curiosity poll after reading the “Is anyone else pi---d that Ford is giving A plan to everyone?” Thread. I’d love to buy what I work on, but definitely an ignorance is bliss thing. I know what’s wrong or ongoing issues, so I wouldn’t choose or recommend certain vehicles to friends or family. As a buyer you don’t know otherwise unless told so.
Feel free to leave your reasons why yes or no.

Please share the country and the date you were layoff

Everyone is going to sound so smart this year!

https://www.cheapism.com/americas-worst-banks-according-to-customers/

#9

IT is now a mess. What was a lightweight tool for cross-functional professionals for backlog management, tracking, discussion is now a mesh of complex of un related busy work. Leadership, don't know heads to tail. Decides to build a new layer of complexity and gatekeepers - calling these people RTEs. When will actual work be done with real knowledge ? But, no we have powepoint jockeys, and fake 2nd grade maths used in putting up ratios and calling them velocity, flow and cycle time. Try solving some hard problems for once.

Can we not do better here? If you want people in the office, maybe push a vacuum or dust once in a while? Office is so filthy we itch when we come in, cups and coffee are few and far between. No working water dispensers in any floor currently. Reserve space covered in grease from prior persons lunch…Thanks USBank for return to office bacterial frappe :(

To all Castrol colleagues, especially folks in Digital Technology, how are you guys feeling about the ringfence situation and the fact that you are being forced to move out of BP.

Do you feel positive about the future or are you polishing your CVs? What do you think about RD as leader and the org structure he shared recently?

This message reflects a growing and widely shared concern across the supply planning e-commerce team regarding current return-to-office expectations and related policy changes, and the impact they are having on workforce sustainability and daily operations.

The team is consistently operating under extended workload conditions, including nights, full weekends, and holidays. Work expectations regularly extend beyond standard business hours, with limited separation between work and personal time. Despite this sustained demand, performance expectations continue to be met.

The requirement to be in-office five days per week introduces a material additional burden. For many employees, commuting costs now total hundreds of dollars per month. This is occurring alongside already elevated workload expectations and is contributing to increased financial strain, stress, and dissatisfaction.

The stated goal of increased in-person collaboration is not reflected in actual execution. Core collaboration continues to occur virtually, regardless of physical location. There is no clear or measurable improvement in productivity tied to in-office presence, while frustration and burnout have increased.

Changes in flexibility around illness and caregiving are also creating unintended operational disruption. Previously, employees were often able to work remotely in these situations, maintaining continuity. Under the current structure, these situations now require full-day absences, resulting in last-minute coverage gaps, increased workload on already fully allocated team members, and reduced continuity for time-sensitive deliverables.

Certain roles require deliverables as early as 7:00 AM, which in practice means employees are starting their workdays well before 6:00 AM on a routine basis. In the event of unexpected absence, there is currently no clearly defined or scalable coverage mechanism. This creates operational risk, as there is insufficient time for structured handoffs or reassignment of responsibilities, increasing the likelihood of missed or delayed deliverables and placing additional strain on the team.

There is also a growing disconnect between leadership expectations and the day-to-day realities of execution teams operating under these conditions.

It is important to highlight that the impact on retention is already visible. Employees are actively exploring other opportunities. This is not hypothetical—it is happening now. If attrition is not an intended outcome, the current trajectory presents a significant risk to team stability and continuity.

This is not resistance to change. It is feedback grounded in operational reality. The current direction is not sustainable without measurable impact on performance, morale, and retention.

A more balanced approach is needed—one that reflects the actual workload, acknowledges the level of commitment already being given, and does not introduce additional financial or operational strain without clear, demonstrated value.

This feedback is being shared because the impact is real, ongoing, and escalating.

They just want the board to be pleased. No one wants AI, we don’t use it except for occasional copilot. NONE of the products use AI in true fashion. It’s all fake

This year’s Great Place to Work survey used a restricted participant list. In my memory, in the last a few years, everyone around me anticipated the survey. Is management trying to avoid honest results? Or the company is trying to save money by reducing the survey sample size?

I can’t even begin to tell you the amount of people that tell me that they don’t wear Nikes because they run to slim. And each time I just nod my head and say I agree. I do wonder how much more business we’d campfire by making a simple change like making our sizing more inclusive. My own family doesn’t even use my discount because they all have wide shoes and Nike doesn’t fit them😂

There’s low hanging fruit to be had all around, yet we overlook it to try to make these big statements that seemly haven’t landed in recent years.

Can we make actually replying to peers in email or teams a fu--ing job requirement?? What a loser company, I have been here 6m and never seen anything like this at my other companies

…after completing the GES, employees cannot go back and look at the results from previous years surveys. In fact, only Managers can access it…but only after requesting permission to do so.

I think it’s time we revisit who owns reserved parking spaces - too many open and not enough general spots

Complete horse$#!t so far.

This training is always the derpiest of setups. Flowchart to see what training you do? Must be in training for 75 minutes? Nanny-culture

I'm still trying to figure out what I did wrong.

I'm not a complainer, I'm really not. But look around. Deadlines get missed constantly and nobody says anything. People used to help each other, now they hide from each other. And I've watched two different managers bend rules that I know are there for a reason. CDW isn't just struggling. It's losing what made it functional.

Like/Dislike Replies

It's a perfect example of what's wrong with Apple, all they do is make these worthless cosmetic changes ( like this stupid liquid glass cr-p that makes it hard to read the screen) that add zero value or functionality for the user, all iOS 26 does is drain the battery faster. Time to switch to android.

Have a friend and former coworker that works in HR and was just assigned to a new project - from everything they've heard, Managers will begin receiving Inconsistently Meets (or worse) ratings if survey scores are down. Thy're trying to see where the boundary line should be, but its going to start close to small team leads and upward to Director. This incudes participation numbers AND overall engagement scores. Good news is that trending #s from prior surveys will be considered however i doubt that is going to help considering how messed up everything is around here!!!
Chainsaw cometh. we've been warned

No one has any faith in the employee survey. No actions are going to come from it.

"Don't leave negative comments because the message that sends is the employees aren't happy anyway might as well make them come back in 5 days a week" -an excerpt from a meeting with my manager

Leave negative comments, it pi---s them off

Why even ask this question and upvote it, what did you think they’d say, 4 hours? The real question was are they tracking hours in order for it to count as an office day.

Oooooh, they went for the talk show format! Cringe-worthy.

“What can I do to improve, boss? “ asks a remote employee.

“Well, I have nothing for you. Move to a hub and that should solve the comp issue.”

What a tool

We're certain it's done, right?

Come to Intel if you want your career to flatline. That's what happens these days.

Did everyone take their 10 minute survey and let management know how swell everything's going? Love the continous gaslighting from 1st level management to cull the remaining workforce that they could not get rid of. Lumen, the AI informers, were forced into another contract to get the NetCo sale pushed through regulatory approvals. They will use the remaining workforce, for the next 3 yrs, until they quit, die, retire or shut the lights off on themselves! Oh, and there will be layoffs along the way. They are not marketing, offering any NEW product and all of a sudden care about the "few" customers out there that really need us... yet talk about strategic abandonment based on Financials that we do not even have a grasp of yet! But let's go everybody, why are you not excited with the New GCO org and all the great things were planning? Silly Lumen, you gave away all your influenced employees with the recent sale, now your left with the seasoned veterans... let the games begin

They sell us tones of BS.
AI. AI. AI. …..

For those who worked through the late 1990, what's one thing you're glad younger folks won't have to put up with?

I remember printing out hundreds of pages just to review a document and having to track changes by hand with a pen. The paper cuts alone were brutal. What other dinosaur era work habits are you happy died off?

I had to reactivate my account because recruiters kept asking for it, but the constant posts about nights out, people partying with coworkers, and random personal photos feel so unprofessional. Does anyone actually use this platform to help others find real work? It feels more like a social feed than a job tool most days.

Is the blue pulse truly anonymous?
Lets say they get all 0’s for most ratings, do they listen more to that feedback or off with her head?

Can we stop with the PAC emails? Unless they are advocating changing laws for fewer layoffs.