#feedback

What is everyone's thoughts on today's Town Hall?

Compared to other companies, our layoffs are both smaller and not as frequent.

We spend a lot of time discussing what needs to be done. Then we discuss it again. And again. Meanwhile, the actual work barely moves. When did we turn into a company where every single thing has to be discussed into oblivion before anything can be done?

There are things that clearly aren’t working, but no one says it directly. Instead, we just keep adjusting around them. It feels like everyone sees it, but no one wants to be the one to call it out. So it just continues. Because that's so much better and productive than actually fixing the issue, right?

I know this is not layoffs related, but it's been bugging more and more since it's slowing me down and it might affect my future here. We send out docs ahead of time for every single meeting, but it’s obvious no one reads them. Then the meeting turns into reading the doc out loud and re-explaining everything. I don’t understand why we even bother sending materials in advance at this point. It's slowing down the meeting, everything takes longer, and I have less time to do my actual job. How hard is it to get to a meeting prepared??

EM takes action the way a broken vending machine takes your money. You put something in, you hear a noise, and absolutely nothing comes out.

I wonder how many in leadership positions read these topics and comments? Maybe they ignore it all as just annoying noise.

Such a waste of time. The only measurable outcome is my rising blood pressure.

Do you remember when we were sent a book by ibram x kendi and ask to read it. And we had DEI meetings discussing pronouns and such? What a bunch of garbage that was.

Could Elcio have been more of a condescending a-s? I am just so done with him, he doesn’t listen. He is completely tone deaf. Anyone else?

In my opinion, VoA is a circus. If BD really wanted honest feedback, this platform has more than what needed for diagnosis of the issues. Do you expect anything to change with that survey or is it just to warm some “leader’s” pocket?

All I ask is why? why are people still completing this and participating in this pompous management scheme? They don’t care about employees so why are you still participating in their bull cr-p? All it does is placing a target on your back to be RIF’d next.

Record client growth and growing at rapid pace? But you lay people off and cut costs on benefits…. Cool.

I really like the man but I do not think having our executives swearing in employee forums is classy. I actually find it offensive. On a construction site fine but I expect more from our executives.

Why don't we include another brutal truth here?

Our costs are out of control and we are failing vs competition and our benchmark is BS.

Are we hearing the feedback from the broader organization?

What the heck does it mean to be on the bench? Being a benchwarmer is usually bad but it is discussed as if it is good at Exxon so must mean something different?

I have been with the company for around 15 years and have yet to receive any actionable feedback or coaching. I must be a rockstar right? My assessment results have varied wildly but I have never been below VG. I am not a hipo. It is extremely frustrating to receive feedback that cannot be actioned such as your role is limiting your assessment outcome and get a new role.

Just some honest feedback — there’s been a noticeable amount of negative talk about coworkers, and it’s affecting the work environment. Also, there’s a tendency to get involved in things outside of your role, which can come across as overstepping. It might be worth focusing more on sales, staying in your lane, and keeping things professional.

How many workers received VOICE SURVEY link? I am guessing only REMOTE workers received it.

Who all got the survey? I’m sure they’re not going to like what a lot of us have to say.

This guy doesn’t know jack fu--ing sh-t about AI. This Town Hall was the worst I’ve ever seen from this incompetent sack of sh-t.

Tell us to implement AI when we’re blocked by D-mb and D-mber Legg and Markus on any actual use case. Can’t wait to get laid off because Legg tripled the Azure bill to accomplish nothing but tell shareholders “AI”.

Thank god ask AT&T has a PDF to podcast generator though, that surely creates value.

Does anyone actually find any value in this process or is it just TD ticking a box?

Dan stated that customers should have experience price increases without added value and that he was going to bring more value to current customers. I have not seen anything valuable added to my plan. Anyone else? Is that is plan for 2028?

Anyone know if answering the pulse survey in a less than positive way result in being marked for termination? Kind of feels like a way to identify workers who aren’t “aligned” …

Just received an email saying i've been selected to take the Pulse Survey.

HARD PASS

Global sales kick-off but yet we are listening to our CMO about horse-racing and bourbon?! Then just shouting lots of a number and more me, me, me …. The session started so well but now …

I would be curious to hear from folks that feel like they aren’t being considered for spots due to age. I know I have two other bad marks against me, white and male. But I’d honestly like to hear some feedback. More me personally I keep getting told it’s competitive out there but then I think maybe they forget that emails go out with who got selected for positions.

Thoughts?

How is this possible? We need to speak our truth!!

Here’s what Glassdoor has for USB:
U.S. Bank Snapshot
3.3 overall rating (out of 5)
based on 11,947 ratings
49% would recommend to a friend
29% approve of the CEO (I agree with this one)

Go in and let your voice be heard. I just changed my rating and gave my review based on the latest mess with RTO.

Agonizing listening to new CIO talk about every minute job history, signing his temporary lease, how to say his last name, where Wales is located?????

Did anyone receive a copy of the benefits book in the mail even though they didn't request it? What's up with that?

Why the he-l does workday never actually work. I have to click the buttons 16 times for it to take me to the time off section

What's going on with mangers suddenly no longer providing any recognition even when you do extra work that's not even yours? My boss sent a "thumbs up" emoji on a Slack message last Thursday, and that's the closest I've gotten to a thank you since last year.

Upward feedback only works when the person above you actually wants to hear it. Ours just wants to hear that everything is fine and if you say something that challenges that state, you're labeled a problem.

Let’s face it - senior management have their own agenda, and what staff actually want or need rarely makes the cut, especially if it costs money. Clients don’t want to hear they’ve bought into something that isn’t working, and somewhere along the line, feedback just stops going up the chain. I think it's at my line manager, who's also given up.

Feels like most of us end up posting here just to check we’re not the only ones seeing it this way. The company is too big. It will continue to lumber on quietly shedding staff until there's nobody left. It could take a while!

Would anyone that has been though it like to share what the PIP process is like? Im wondering if it might just be a blessing in disguise, because right now I get dozens of random, vague requests coming from all directions. And it’s always up to me to figure it out. If I do get chosen to be the “lucky one” to go on a PIP, does that mean I will be receiving clear, defined expectations? Will I have one focused agenda and that’s it? Is it confidential or can I openly tell my coworkers to leave me alone so I can focus on my PIP? Will my success, my ability to complete the goal be dependent on others cooperating, or will I be able to work independently on this so-called objective?
Will the supervisor somehow be allowed or prohibited from making the usual vague, random requests, changing the goalposts, and assigning work that depends on a bunch of other people who may or may not cooperate. Just curious how this really works and if anyone can shed some light or give some examples from their experience with PIPs.

Does anyone have any good experience with contractors at this company? I feel like in my 7 years here they have all been grossly incompetent. They interview well so I'm assuming they're cramming tech stack info before the interview (or are using AI to help answer questions).

Resumes are all over the place (and often more than one page and have seen 3+ pages more often than not), certifications for miles, but when it comes time to be a contributor to our workflow, they make some of the silliest mistakes or can't do more than a basic function. One contractor a few years back on our team was decent, but even they were not up to snuff. It's mostly been about a 90-95% negative experience in my tenure here. Otherwise I've run into some pretty bad issues like them not knowing about a tech stack item that we literally interviewed them for and asked them technical questions on.

So please, someone let me know I'm not crazy or tell me about a good one so I can imagine good quality contract work on my team.