#survey

How long will leaders realize they cannot keeping pushing the terrible GES scores under the rug? Why is HR keeping them so close?

Another shared energy town hall is coming up. Will they remotely mention the employee survey and how miserable everyone is right now?

HR was actually too nervous to post the numbers for those regions. Honestly, I don't want to waste my time on it. Plus, if I did take it, my responses would just look like an outlier anyway.

A coworker of mine said he was sent a random employee experience pulse survey. Do you think they’re looking at him to possibly add him to the list?

Bring back the survey you bloody cowards, too afraid of your employees you’d rather bury your head in a hole?

In CLT technology and told the employee survey was bad this year. Are they really surprised? I bet BE’s explanation will be that the 12,000 people in her org are wrong and it’s not her. They just don’t get her “leadership”. Anyone else getting any information?

An Independence Day poll.
Who is honest on LLs?
Is it REALLY anonymous?

Managing committee forcing senior leaders to attend meetings to get in line and brainwash staff into supporting them so survey results go up.

July 7th

Every year, the ELT says they want to hear our voices. What happened to our voices being important?
Release the survey and let the chips fall where they may!

Do you think there is any value in Pulse Survey?

Nothing seems to change.

Things are even getting worse the more we complain.

Let's do it, you've got to do it. but it's optional. It's anonymous, I promise, for real.

Exxon Quarterly Employee Survey by 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?

1. How confident are you that leadership already knows the survey results before you submit them?

1. 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

1. How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

1. 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

1. How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

1. 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

1. How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

1. 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”

1. 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

Has anyone completed the survey that came out today? If so what was the feedback provided

Just received the Centene voice survey email. What a frickin riot.

I assumed we would never have one again. I'm certain they will take the feedback to heart and change and improve (sarcasm)

https://anz.peoplemattersglobal.com/news/ai-and-emerging-tech/ai-layoffs-expected-by-99percent-of-executives-young-employees-could-be-hit-hardest-survey-50418

Did everybody get a kick out of the latest Going Google Newsletter, uh, I mean propaganda rag?

Manipulated survey results, laughable fact-checking regarding Chromebooks, forcing everybody to give up Microsoft without anyone really having a say, you know managers will cow-tail to corporate and not issue exceptions to protect their departmental budget.

Absolutely infuriating even though we all knew it was coming.

When you get reminders in your email that you have not taken the surveys, makes you realize they are not so anonymous.
Most managers won't know exactly who took which survey, but they obviously can decipher the writing style and common themes.
However H.R. and many others absolutely know who took which survey and what was said and even the time the survey was taken. I have friends with other companies who have been pulled aside and spoken to about things written on surveys. Also, they have to do this for obvious reasons safety/security/ legal reasons etc. but be very careful about what you write and possibly don't write anything. Also, be careful about taking a negative survey, some companies focus on these for who to target for reduction in force purposes.
To ignore this would be foolish. For 5+ years I have chose to not take any surveys at all since I firmly believe that nothing at all would ever change. I mean literally everyone wants to work from home but the company obviously gets the final say. Your voice unfortunately doesn't matter that much.

I started filling this survey out even though it’s requesting your ID. Funny they’re basically asking, do you want higher deductibles that will allow for higher merit or keep it the same. Like either way they’re going to take from one thing to give it to another. It’s insulting. The way it’s set up is to show allllllll the benefits they give us. In reality most Fortune 500 companies offer the same. Travelers offers pension , stock incentives and 20% higher salaries. They know this …

a joke

Leave all zeros for Pulse. get your leadership fired before they lay you off!

dont listen to the people who say otherwise. those are likely bad leaders who are afraid of being downvoted

Anyone else on here just gave the lowest score for every answer ?? I hope this is confidential if not I’ll be targeted for being honest and what layoffs have done to my morale

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?