#survey

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

It's reasonably safe to assume that if you are on this site you are concerned about the possibility of losing your job in a layoff and judging by many of the comments you are also dissatisfied with working at NetApp. One thing I would offer is to send a message to the leaders of the company by NOT completing the employee survey. That sends the message that you are disenfranchised and don't care - which is a bigger concern than complaints around "barriers to execution" or the Thrive Together policy. BTW - has anything really ever changed as a result of these surveys?? F'em.

They are confidential.

TL;DR: Fill out the surveys honestly. It won’t make you more or less likely to be RIF’d.

This means they have identifying data collected that links responses to records, but that data is strictly protected from general viewership. This has been the case for Verizon surveys for over a decade.

The results are aggregated for leaders with 5+ responses. However, the comments are kept as is for leaders to review.

This year, they specifically call out that an ethical or policy comment requiring attention may have the submitter details shared with the “appropriate teams.”

It being confidential is how they can continuously remind you to take it if you haven’t filled it out.

Comments being shared verbatim is how leaders can identify a person based on details of events, conversations, or direct naming of people. It’s often how they check if they know the general attitude of their employees by trying to guess who wrote what.

Verizon very likely does not use a Pulse Survey to distinguish who is and is not added to a RIF list. For one, this would be deemed as retaliation which employees are federally protected against. Secondly, the survey is run through Gallup while RIFs use a separate third-party company to determine the list based on performance, conduct (specifically infractions/warnings), tenure, pay, and title. It’s very carefully screened to not overly target employees based on age, race, or other protected characteristics.

So submit your answers honestly. Even a 100% great response from every employee for their leader isn’t going to save the team from any planned RIFs. Similarly, any absolutely negative response won’t put a target on the back of the employees or leader. At most, it will have Verizon senior leadership and HR looking into the leader to see if a leader conduct/performance warning is necessary.

What comes out of the survey results and feedback?

If you dare (we all know this really isn't anonymous) tell 'em how you really feel!

Disclaimer: I will not be doing it.

That said, I am itching to know whether a couple of the old standard questions, and the ones they really got beat up on last year, are even on there anymore.

IE (paraphrasing but these 2 particularly) :

“My company cares about my well being”

“I would recommend AT&T as a great place to work to family and friends”

Reminder: the only metric they will listen to is not filling out the survey. We tried tanking the survey with low “My company cares about my well being” scores. Only to be subjected to a year of gaslighting and telling us, it is because we don’t know enough about our benefits, as if we all just forgot about them when RTO hit. Most lower levels of management hate RTO and having to talk about it every team meeting. At some point in the leadership chain they start to care more about their career then their employees wellbeing and simply to refuse to push back against Stankbutt. Maybe once we let them know how checked out this workforce is, they will start to tell the emperor he isn’t wearing clothes.

I’m just wondering why I shouldn’t leave a scathing review.

Do the suits get graded on survey participation instead of the actual survey responses?

You can submit the survey without answering anything

As stated previously, senior/executive leadership care more about participation rate than actual scores. They believe low scores with a 100% participation is actually an indicator of high engagement since it means workers still believe their voices are being heard. It’s obvious nobody has been listening to us for a few years now and the participation rate has been dropping as a result. Make it PLUMMET.

This week you will probably start receiving emails from leadership at all levels asking you to complete the engagement survey. These emails aren’t sent if initial participation rates are high. Senior/executive leadership realize what low participation means and it reflects poorly on them if participation is low. Ignore these emails and don’t take the survey.

It is SO important that we complete this and let our voices be heard within SNP.

Are we taking it and blasting them to drown out the bootlickers or are we going for low participation?
I feel like repeating the same message as last year and letting him know nothing has changed despite all his efforts might be the best case? What do you think?

Yesterday the VOE survey landed - honestly, you have to applaud the impeccable timing of these geniuses trying to double down on RTO with 3 days / 8-hour metrics.
What is this, high school?
As long as we’re delivering on objectives, why on earth should anyone be measuring hours like this? I’m perfectly fine with going to the office three times a week.
I’m not advocating for badge-swipe-only behavior, but if someone needs to leave after lunch or a 1 or 2 of hours early and then continue working remotely, especially those of us with families, why should that be penalized?
All this is going to achieve is pushing people into strict “bare-minimun” mode and accelerating quiet quitting across the bank.

Just go an email that Mondelez is having another employee survey. Funny how it starts on October 5th? It would have been quite fun to see if it dropped before that.

Reminder that the surveys are NOT anonymous. They are only "confidential" to select individuals. Keep that in mind should you participate. They ARE able to identify who participated and who did not.

Seriously, why?

They clearly don't do anything with that info.

Have you submitted your voluntary and confidental Employee Engagement Survey yet?

But they never ask the questions that actually matter. Imagine if they asked the real questions on the next one, the ones that could make a difference. I'm not holding my breath, though.

What do you think will get people’s attention more? Really low engagement scores, or a really low participation rate? I’m thinking a really low participation rate. Execs seem to care more about that than actual survey results.

The lack of participation is what ki-ls them. You could tell them everything is wrong and they will tell you-

“We heard you! You want less chairs because it promotes more physical fitness at work”

But when there is a lack of participation, that’s a lack of engagement. A disengaged workforce is the hallmark of a poorly run company and sign of major culture problems.

They were more concerned on the last survey about participation levels than by what we wrote.

If your boss is ‘forcing’ you to take the survey so their numbers look good, provide all negative feedback and in the fill-in-the-blank portion state: ‘I work in a culture where employees feel pressured to participate in a survey that is supposed to be anonymous and voluntary. This undermines the credibility of the survey and makes employees less likely to provide honest feedback.’”

Already being pushed to do it so let’s do a survey of our own.

Will you do it? Yes/no
If yes, will you give happy talk BS to placate them, tear them a new one or something in between?

Within the next two weeks. It will be a blood bath!

Who was the genius who decided that a Satisfied customer response equals a 1 out of 5? We're asking for emails for someone spending 2 seconds in the store getting a coke, to get a survey email and sc--w us over.

Every year, employees are asked to be honest and say how they really feel. We take the time to fill out the survey, the results are reviewed, presentations are made, and action plans are discussed.

And then… what actually changes?

Do you think that they will ever act based on what people tell them in surveys? I doubt it. What a royal waste of time, I dont even know why they bother.

The water cooler talk was bubbling today! The newest tidbit - Abigail was surprised about the RTO pushback in the pulse survey.
No word on where she's been over the last few years with survey results but apparently you all raised the roof and she is surprised.

I heard that Sassine approval rate was low in the latest survey. Can any one share the real approval number?

Go!

Asking for a friend.

Thoughts on why the employee survey is going to be near end of year. Is it because we’ll be significantly smaller than the last one? Thoughts from those that will or will not complete the survey and why. I believe the results should be available to all employees to view including ALL verbatim comments. Thoughts?

What happened to last pulse survey? Does anybody have insight into overall ratings?

Do you all feel comfortable answering these questions honestly? It feels like we could just be giving them ammunition in their quest to eliminate some of us.

Apparently Erik Day and other MB managers are saying they laid people off because sellers said they wanted more accounts in Tell Dell? Has anyone else heard this too?

How incredibly insulting!!

Managers in FIS India tell their employees that Glint survey is not anonymous.
Be careful what you write.