#survey

I know results are not confidential to hr but will direct mangers and skip levels know who rated them poorly in their teams?

Perfect timing for an employee survey

https://www.crn.com.au/news/2026/partners/dxc-technology-worker-speaks-out-against-underpayment

So our TM told us today to expect a survey in the next couple of days about our interest in moving to Proximity. Said they're hiring over 600 CS jobs and over 80 Team Manager jobs in field locations all over the US. They said it was staffing neutral and if they do not get enough people they will hire from the outside. That means probably some buyout opportunities coming that way for Fire company. There will not be a lot of takers for the Proximity jobs! They will have to shed at least 300-400 Claims specialist and 40-50 Team Managers to keep it staffing neutral. With the new SFPSP program coming in and more AI, most in Fire company are done. Better get your self ready!

How low can it go further? Pulse survey at this time?

Just curious how many people are asking hard questions which don't get answered. I know I keep posting things, but since they are difficult, they aren't answered even if no other questions are out there and there is time to answer them.

We all know that NetApp gatekeeps questions, I'm just wondering how much.

Similarly with Survey's everything is always in the 70's 80's but looking through the comments shows a vastly different picture.

Did you do yours?

Did you guys complete it ?

Stank tried to spin the metric that 79% of the employees that did respond felt committed and engaged and used that number as support for his policies. He did not share the next metric that if only 79% of those who responded felt engaged/committed, then it is a easy assumption to make that really only about 60% of the total work force felt committed and engaged.
Remember, the C-Suite will ignore the responses that do not support their ideology and strategy, and outright lie about what the employees really feel is important.
499/600 and 875/900 are the real survey numbers.

Please use the free form field below to complete your survey. Thank you!

Remember that survey we had to fill out? What will be the changes? So many people speculate that Schwab will discontinue the health plan, give people a fixed sum, and let people find their own insurance.

Looks like a downward trend. How long before leadership is getting culled? Or is miserable results acceptable now?

In the past, after the survey, managers would actually share the results with the team. So how about this year’s survey? Because so far, all I’ve heard is absolutely nothing. Please share if you have heard something about the survey.

I thought it was interesting that the latest survey I received did not ask whether I would recommend BNY as a place to work or whether I would consider leaving BNY for another job. I guess management is worried about the answers that would be given to those questions.

Weeks ago, they sent out an email stating the results would be provided, but of course, nada to date.

This is the hallmark of a very dishonest, disorganized, non-transparent company.

This survey was originally distributed last fall? (it was so long ago I forget when it was), and now we’re almost into June and they still can’t get their act together.

Total disgrace!

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.

I feel like they were once sent out every trimester, results were shared by department GPs, and leaders attempted accountability of results. Is there anything now to hold ELT and other leaders accountable? Or did the results get so ugly that they stopped allowing upward feedback? When is the last time survey results were shared?

Management is harassing us to complete these surveys, but do these surveys actually change anything? I've also gotten mixed messages verbally on whether these are anonymous or parsed out. Is it worth it to be slightly honest on how to maybe help things improve or just keep it neutral. Just trying to maybe help improve things before leaving by EOY lol

Just found out that they drill up to location and grade level on survey results and HR sees even further. Do not take the survey as you just put the target on your back. Anonymous my a-s.

Is it completely anonymous or does is it a little more descriptive like- “one person scored 1 on question 1”

UKG stopped surveying since they know the scores would be so low. The whole company is in complete chaos. Constant change in leadership. Most support teams in US have been laid off.
They are decommissioning systems and applications that are being used to support clients because it’s “too expensive”.
July 2026 would mark 2 years of Jennifer Morgan disaster leadership. Will see be out soon?

LinkedIn named Shell the best place to work in Houston! Congratulations Shell!

I wonder how .... just how they could have concluded that!!! Has anyone ever filled out a survey for this? Does anyone know the metrics? Amazing news, but I don't fathom how this can be.

https://www.linkedin.com/pulse/linkedin-top-companies-2026-10-best-employers-grow-your-l243e/

The reviews are going to be devastating when the survey comes out immediately after managers are forced to deliver the SLT messages with a smile and keep opinions to themselves. The messenger is going to get the blame and I wonder if this is by design by SLT for justifying another round. My group has at least twice as many chapter leaders as we need if teams are going to become 10-25 people instead of smaller squads. What will happen to them all?

so sick of every tom, di-k and harry reminding us to complete it, been here 20 plus years and never had anything good happen from that stupid survey
another waste of time

/s

To: Team
From: Leadership
Subject: Organizational Updates Under Our People First Strategy

Team,

We have reviewed the results from the employee surveys shared over the past several months.

The feedback showed consistent themes: a desire for greater stability, consistency, clarity, communication, and transparency. We heard those requests, and today we are responding.

We are announcing another organizational restructuring as part of our new People First Strategy.

As part of this strategy, we will be removing several things employees currently value in order to support progress and future alignment.

We understand that change can be uncomfortable. To address that directly, we will be rolling out 12 major organizational changes at the same time.

More details will follow.

—-

Now you guys finish this memo by adding 12 org changes…

My manager just discussed it - apparently majority of the OT employees think RTO is fine.

I work out of an office but most folks I collaborate with are virtual! It feels unfair.

And yes, I have started applying externally..not out of spite for RTO but because I am ready for a level up financially. The 2% raises are not helping at all.

When is the current employee survey going to start? Do you complete? Does your boss require you to take it even those it’s supposed to be anonymous?

Where would Marathon rank in the employee survey of best Fortune 500 companies if they put it out in 2026?

Employer: We are begging you please complete survey.

Me: 🖕

Whenever this years anonymous survey comes out, let’s be honest and give bad ratings, no more good ratings just for sake of it

The company probably paid an additional surcharge to the consulting firm to heavily alter the results and put a positive spin on management perception.

Don’t believe the results to be shared.

We all know they aren't anonymous.
NOT doing them hurts mgmt more than doing them and giving negative reviews.
NOT doing them en masses makes a bigger dent than doing them and complaining.

How soon after day 1 will Honeywell Aerospace do a VOE?

How many of yall actually answer truthfully? Do they really know who submits each survey?

It’s crickets out there. What’s the feedback? What are we doing to MOVE with URGENCY and address feedback?

I assume we’ve done away with this survey for obvious reasons. Anyone have any info on if they will ever hear our complaints again?

I've been here for more than a few years... I have NEVER seen any meaningful change from these surveys. I also have never had the results sent to me (only managers get it?). As a lowly employee, we get the watered down PowerPoint that management puts together for us to digest. My question is, why do all of the managers go on an absolute rampage about getting 100% participation? Like everything else in this place, it comes off as creepy and weird. Also, to what extent is the survey actually anonymous (if at all)?

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?