#survey

I am new to the company so I was curious if the VoiceEX survey really means anything

I see they posted the results on SharePoint where it’s pretty vague but mentions compensation, RTO

Thanks for any insight

Conspicuously absent lol.

no email yet on Nov NPS survey

wondering why ?

Hello All,

I keep wondering how the company culture gets worse and worse by the day but the unfiltered scores keep getting better every quarter. Are the people that are worried about SAP's future and upcoming layoffs really in the minority? Every LoB is now spewing propaganda that the executive board turned the ship around and that SAP is one of the best places to work and all that. I can see this propaganda leading up to the eventual hikes in executive bonuses and then the usual excuses that there is no money to pay a 100% employee bonus or decent salary increments.

What prompted so many employees to vote such high scores in unfiltered?

Results are in , ttus.
72 percent participation. I was the other 28 percent that didn't bother with the garbage.

80 percent are happy and plan to stay and recommend USBank as a great employer.

Top topic was compensation.

RTO is no longer important to UsBank employees as we are all happy to drive 3 hours a day to sit in cube, talking to other team members on Team.

The Results must be run by same people in White. House or North Korea where everyone is happy with dear Ole Leaders aka MC

Was so damning they’ll never release it?
I mean it seems to me it’s gone into the deep dark recesses of digital file cabinets stashed in some digital no man’s land warehouse.
I’m thinking beginning of the new year, and I might be wrong, there’ll be a ton of job openings? Anyone think similarly on any of this?

It’s really telling that he’s trying to spin that these changes are a result of the Insights Survey.

Laughable

got the results for my team and, as expected, the lowest ratings are for corporate strategy and direction. There is confusion about roles and a much worse morale because of the new PMP system which is likely to disappoint many.

Has anyone suffered consequences for writing something critical in the comment boxes?

Senior exec left suddenly to second line. Existing exec to take over while keeping existing team. Having to fill out surveys justifying job duties. Hiring freeze for months. Things aren’t looking good.

• Coffee creamer theft: One employee placed a personal bottle of creamer inside a locked metal safe in the office refrigerator.
• Stolen leftovers: An employee discovered a coworker had taken particularly spicy Thai leftovers. The coworker reportedly became ill.
• Entire meals disappearing: A Walmart employee described someone eating another worker's rotisserie chicken, leaving only bones.
• Food taken home: A coworker reportedly took an entire stash of food home for their children, then asked the owner to replenish it.
• Shared drinks: Employees who voluntarily purchased beverages for coworkers reported others developing expectations that the drinks would always be available.

Sooooo....

1. 33% of employees admit to stealing food at work.
2. 47% of employees report having their lunch stolen.
3. Drinks are the most commonly stolen items, including soda, juice, and coffee creamer.
4. 6% of employees admit to opening someone else's closed lunchbox.
5. Alaska (64%) has the highest reported rate of employees admitting to food theft.
6. Minnesota (0%) has the lowest reported rate of employees admitting to food theft.

Source:
https://www.zippia.com/advice/survey-workplace-food-theft/

Results seem pretty subpar. Or maybe normal for 3M? I haven't been here that long

will this what is happening make them tank to the very bottom 0

I worked in the 'gift' dept for a while... nowadays they send out cash, $1, $2, $5 to homes to entice them to sign up for Nielsen to track what they are watching in the home.

BRIBE or NOT ?

What are your thoughts on taking the survey? This is my first time taking the survey and I’m not sure how honest I can be.

Has anyone seen any actual numbers or anything that looks like legit data collection from this thing? All we have gotten so far is AI slop emails from a couple higher ups claiming participation is up (duh, you pretty much forced us to take it) and everyone is "happy with leadership". Are they just trying to gaslight everyone now with these things? There is absolutely no way in he-l the scores are better than where they were a year ago before layoffs, the fallout of said layoffs, and RTO mandates were in place. The scores last year were in the toilet too.

Anonymous?
Lol.

Is it like a "Buy One, Get One Free" thing?
Another waste of time and money that surely could be put to better use?

Same with People Managing stuff...it's not the field teams who need this, it's the people at OTC who just don't get it.

And remember this is for posterity

As a reminder, please do NOT take the survey!

Our department got a low engagement results on our annual survey. This year our director told everyone that we own the results and need to fix it at our monthly safety meeting. Not sure if he is suggesting we need to score higher or lie next year to help the department!

Is this ethical?

where when you open the link you see a message that says 'when you submit this form, the owner will see your name and email address'.
So, for sure, everyone will be so honest .

LT is listening ... what a load of Cr@p!

https://www.facebook.com/reel/2061068204778703

How many of you are actually honest on the survey? Every year the SLT says scores are great, people are happy, etc. Which does not line up with anecdotal info from most in GCSO.

63%. Validates the state of how we all feel about our opinions not mattering.

And now you know why the Blue Pulse survey was done before the open enrollment materials were released.

How anonymous is it? I gotta something to say next time.

I'm worried I might have been a bit too honest.

Has anybody in the past faced any consequences for not taking it?

They absolutely know who has and who hasn’t taken the survey.

How? Everybody keeps saying this, but how do they know?

Anyone know when the company wide pulse or insight survey results will be shared?

I think they should add a question about whether people are looking for other jobs just so they're left in shock when they realize that the majority of employees answered "yes" to it.

Survey came out again. On my team our Manager consistently since being in her position from this past January brings up in our team meetings an intimidating tone about what we answer to the survey questions. Toxicity at its finest. We are all scared on a daily basis, afraid to speak up, and yet the one place we can express our concerns through our monthly surveys we are intimidated to persuade us into being afraid to express ourselves. I am general in what I share in those surveys and for good reason!! The one place to relief stress in an honest, forthright manner, and this is what we get: intimidation in hopes of silencing us to protect herself to maintain her own job security. So toxic.

Director told my team she wanted 100% participation. Haven’t done it. Don’t want to be a part of this BS. Can they see if it’s me who has not done it?

Do not ignore the opportunity to tell it like you see it. So many are beyond disappointed and talk about it offline, well now write it out. Someone suggested not participating. That doesn’t move the metrics at all. Participate and tell it like you are when you think leadership isn’t listening. Don’t be a coward!!!!

Healthcare costs continue to rise. Will we see big increases in employee contributions?

Remember that employee survey a year or two ago about benefits? I wonder what happened with those results.

If you actually want to hold the “leaders” in this company accountable, consider not taking the survey at all.

Management is heavily pressured to drive survey participation, and leaders are held accountable for the overall participation rate. That means participation itself is a metric they care about.

We’ve taken these surveys before. We’ve provided honest, detailed feedback before. Ask yourself how much of that feedback resulted in meaningful change.

A low participation rate is different. It can’t be polished into a favorable engagement score or buried in a comment summary. If enough employees simply choose not to participate, the lack of participation becomes the message.

You can fill out another survey and hope this time the feedback gets heard.

Or you can decide that declining to participate is your feedback.

Tell a friend.

…sent to their entire team, thanking them for participating in the survey, and urging those who haven’t yet to do so before it closes next week. Stated team was already at 73%.

So at least 73% of you will never learn.

Enjoy the additional calls and “brainstorming” sessions to “fix” everything you complained about,

Dimwits.

If the engagement surveys are truly "anonymous" how do they know who has done them and who hasn't?

Alright everyone… how honest are we going to be