#recognition

They are absolutely breaking their backs to keep major incidents from spiralling yet they get no acknowledgement from the customer or their own management.

Is this how it is across the entire business? Would it be feasible for us to get our own side hustle despite working on site five days a week?

Not OP of orginal post but that post maybe me realize:

IMAPS Corporation Award to IBM?

How? That department was completely destroyed and disbanded by the leadership of their last management chain. Their buffoonery bungled, fumbled, and mismanaged, driving the department straight into the ground by people who clearly had no idea what they were doing. In fact the only thing those guys were good at was destroying and ending other projects and programs. How can IBM win this when it literally no longer exists internally at IBM. How exactly does a team that's been wiped off the org chart win an award for work it can no longer even claim credit for?

Very disappointed that no email was sent corporate wide on remembering 9/11 and celebrating our first responders. Everything else seems to be celebrated or talked about, so this is a HUGE MISS by the company.

Anyone else here looking to qualify for next year? I’m on track. Should be a very good time.

Our HR leader’s 30+ strategy deck makes no sense. Gibberish. No wonder employees are not valued or recognized. There is no strategy.

If you believe in working hard, helping your team, and learning from mistakes, you're probably going to have a rough time here. Mistakes get held against people, while micromanaging and corrective action seem to be the main culture.

I'm starting to wonder if doing good work quietly is a disadvantage here. I hit my numbers, meet my deadlines, and don't need someone constantly checking on me, but I still get passed over. Meanwhile, the loudest people in the room somehow get noticed for everything. I really don't want to become someone who has to brag about every little accomplishment just to get a promotion.

Does he not realize that the only reason he has billions laying around is us, his employees? The least he could do while soaking up all this praise is thank us for making him so wealthy. I mean good leaders know it’s their teams that do it,

Congrats to the lucky 10 people that won a TSHIRT!!!!!

And the runners up that won a bag of candy filled with all kinds of unhealthy cr-p!!

What a slap in the face

And nothing makes me laugh harder than knowing HR won an award for introducing Wellness Week…only for EH to take it away.

The irony writes itself.

Goes to Enrique Lores

Super Saturday

I just wanted to share a thought regarding the message. I’m sure it wasn’t intended this way, but the wording “For Those STILL Here… Have a Great Rest of the Weekend” could potentially come across as a little discouraging to those who took time out of their Saturday to participate in Super Saturday. I think a simple acknowledgment and thank-you to everyone who made the effort to be there would help people feel appreciated and recognized for their time and commitment. Everyone’s time is valuable, and even a small expression of appreciation can make a big difference in keeping people encouraged and engaged.

I just learned that the bank pays thousands of dollars to "win" the Most Ethical Companies award that we "win" every year and brag about everywhere even on our screen savers. All the companies that "win" pay Ethicsphere for the award. Is that ethical?

Is this the only company where people somehow fail up? I've watched guys make enormous mistakes, face zero consequences, and then land promotions. At the same time, good employees who deliver get ignored. It's demoralizing, to say the least. Name one other place where that's tolerated.

I received several formal recognition letters and awards from management and then somehow dropped all the way to NI a place I have never been even close to. Manager couldn’t explain any reasons why.

Do employees that are still remote get considered for Recognition programs. This is in Auto.

We home office associates find this award horribly ironic. Wonder how much they had to pay to make it on this list.

Where should the line be drawn between collaboration and unofficial leadership responsibilities?

If an individual contributor is consistently asked to train new team members, mentor offshore colleagues, transfer domain knowledge, and guide technical decisions without any formal recognition, title, is that considered a normal expectation of the role?

How do others handle this? Do you continue taking on these responsibilities, or do you set boundaries and ask for the role and expectations to be formalized first?

Not anymore. The people doing the bare minimum are getting all the same raises and the same recognition as we do. And when it's time to cut folks, we all have the exact same chance of being affected. What incentive does that leave for us?

This is the only place I've worked where tenure is a disadvantage. New people get attention, praise, and opportunity, while most of long-timers get ignored, overloaded, and quietly pushed aside. The loyalty that used to mean something now feels like a trap.

What does it say about a manager who does not partake in the Truist anniversary celebrations for his/her direct reports? Is this business as usual at Truist or a symptom of undesirability within the management ranks?

There are more than 20 of us working together on a major project. Many of us are either away on business trips at the weekends conducting client testing or staying overnight at the factory for trial runs. The project manager has been promoted twice in the space of three years, whilst many other staff members have not even received a 3 per cent pay rise.

John should be realizing with all this cash, employees are looking around going what about us? He and the executives will be making cash for themselves but we don’t get anything extra at all for all these record breaking results.

Him and those over paid HR goofs better start thinking of ways to give employees a bit more or the motivation to keep preforming won’t be there.

Nice. Had my feedback session today and was told that I am a really great employee but my supervisor couldn’t overcome some negative perceptions about me that the assessment group had. Said I need to work on my perception this year to get the credit I deserve. What does that even mean? On one hand I am told I am doing great but then that I won’t be rewarded for it because people can’t see it and I am not visible enough?

Hello there,
Are there any May Company legacy people that can give us the 411 on what happened to May Company star program (Diamond star...etc.) If memory serves, this was connected to sales and hospitality. Isn't that right ?

Lousy raises and no recognition for anyone, even the top performers. There's literally no reason to put in extra effort anymore.

Best example I have seen is the small plastic sculpture that has replaced the previous nice bronze sculptures on wooden bases.

All this talk about improving culture and recognition and then after three years in a group when I transfer out my supervisor can’t even be bothered to circulate a thank you card. Don’t let the door hit you on the way out is our culture. Oh but you know the chosen ones had nice good mate lunches with management thanking them and gushing over them with a nice going away present.

Every time I bring forward a good idea some senior SME or Advisor either steals it and takes credit or tries to ki-l it or minimize the impact. What gives? 15 years of this bullsh-t. I am done bringing ideas forward and am going to quiet quit in place.

I want to make sure I maximize all the benefits ford has to offer before I give notice. Use recognition points , wellness account reimbursement, etc.

What do you recommend doing? Any other tips before telling my boss?

🤦‍♂️

It’s so nice to see that everyone on that stage receives founder bonuses today. While everyone else is receiving a T-shirt, lanyard and drink ware. So glad that we are truly dedicating the employees on who makes the success of the company. JC, time to think differently, time to be the difference in a leader.

Vz has the best marketing team hands down as evidenced here
https://m.youtube.com/watch?v=kp0gcFVSdxU&ra=m

I herd the commercial won some ad industry award

We had stale cookies one day and another day popcorn. Another office in my area had half a sandwich per person. Why even bother it feels like an insult honestly….

I'm sorry but how can a company brag on how profitable they are and do nothing for their employees but give them headaches with constant restructures and change indirection including incompetent management.
Tom Wilson touts inventors winning $5,000. What does that mean for the other employees? What a joke! This is not motivating. Been with the company over 15 years so sad to see the decline.

I have recently been in my position 20 years. Know what I got for it? A hat? NO A pen? NO A nice email of congratulations? Nope. Nothing, nada, zilch. That's how everyone should know that OT is in such bad financial shape that they cannot properly recognize service. I mean, how broke do we have to be that I can't even get some stupid points to buy some $50 piece of cr-p item? And if it's not being broke but just being total pieces of cr-p unwilling to honor loyal service over the years, that's worse....maybe it's because I came from an acquisition? Oh wait, we all did....

"Fortune Media and the research firm Great Place To Work have named Five9 to the 2026 Fortune Best Workplaces in the Bay Area list. The designation recognizes the cloud contact center software company for its workplace culture and employee experience standards within the San Francisco Bay Area region."

https://www.stocktitan.net/news/FIVN/fortune-media-and-great-place-to-work-name-five9-to-2026-fortune-2aprz99rp0sl.html

What a way to start the week. I received a personal ecard from BE How sweet, knowing she appreciates me showing up with heart every time

She appreciates everyone, even the Inconsistently meets! That card means so much to me, way better than a salary increase

I'll miss that wretched $&@!/

So glad Aetna is doing so well...how about sharing that financial success with the rest of us for once!

Most employees appear disengaged, simply completing their assigned responsibilities and leaving at 5:00 every day. There is little motivation to exceed expectations because most people feel that exceptional effort is neither recognized nor rewarded through promotions, raises, or bonuses. This has proven to be the case at Truist.

Employment is ultimately a two-way agreement between employer and employee. However, the expectation at Truist often seems to be that teammates should consistently go above and beyond in every aspect of their work. In reality, employees are compensated to perform the duties outlined in their roles. As a result, most (including myself) have adopted the mindset of doing only what is required for their role, since additional effort does not appear to lead to meaningful financial or career advancement.

Well said, @a7+1krek386h.