#survey

The climate survey should be handled by an independent third party, with results shared transparently with employees. Currently, employees are pushed to participate, and there is no clear breakdown of results or visibility into improvement actions. In all-hands meetings, the data is presented positively, which does not reflect the actual work environment.

The official currency of “collaboration”

Backed by real assets:
• Badge swipes
• Commute exhaustion
• And that one empty desk you finally found at 9:17am

Consensus mechanism: Proof of Presence.
Work done from laptop at home = imaginary.
Same work done from laptop in a loud, freezing open floor plan on a Teams call = shareholder value.

Utility features include:
• 100-mile daily commute burn rate
• No assigned seating battle royale
• “Collaboration” with a team scattered across three time zones
• Logging into virtual meetings… from the office
• Productivity throttled by noise and fluorescent lighting

Tokenomics:
• 5-day mandatory lockup (upgraded from 3 after “listening to feedback”)
• Top talent automatically migrates to competitors
• Remaining supply consists of people too tired to update LinkedIn
• Missing McKinsey culture survey results exist on the chain

Whitepaper highlights:
“Culture through compliance”
“Trustless architecture”
“Results secondary to attendance”
“Loyalty is dead-dead”
“Macro conditions responsible for everything”
“Market-based Mayhem”

Mining rewards:
• Pizza slices
• Wellness webinars
• Inspirational emails about resilience

Quarterly earnings integration:
Solid metrics = proof the model works
Stock down double digits since mandate = totally unrelated
Buybacks at higher prices = visionary capital allocation

Roadmap:
Phase 1 – Announce bold future
Phase 2 – Double down
Phase 3 – Talent drain labeled ‘normal attrition’
Phase 4 – Strategic reset

Final Act:
🚨 Executive liquidity event 🚨
Golden parachutes unlock and Rug-Pull.
$COLLAB insiders exit at peak compensation.
Employees left holding five-day lockups, commuting bills, and coffee machine credits.

$COLLAB Coin — because if we can’t measure value creation, we’ll just monetize misery.

Diamond hands required. Remote wallets permanently banned.

did anyone fill out the RTO survey yet?

I am also curious what you all think… do you feel our feedback will actually be taken seriously? I am wondering how much impact it might have.

Would love to hear your thoughts.

Leadership seems to need a decoder to comprehend the results, so here it is. The negative survey results are not about healthcare perks or wellness programs no one uses, they are only about RTO and the lack of flexibility.

“I am proud to work at AT&T”
Once true. No longer. Public perception has deteriorated, and when people outside the company hear about the five-day RTO policy, the lack of any real collaboration, and the absence of assigned seating or co-located teams, the reaction is disbelief. Pride erodes when policies feel performative instead of purposeful.

“I would recommend AT&T as a great place to work”
That answer is now clearly no. A mandatory five-day RTO policy for roles that historically had been remote before COVID and can be done more effectively remotely is an immediate dealbreaker for modern workers. The policy alone makes the company undesirable and uncompetitive as an employer.

“We trust the leadership decisions”
Trust is broken. Employees do not support the financial decisions that destroyed value, nor the RTO mandate that ignored clear employee feedback. Trust cannot survive when leadership consistently doubles down instead of course-correcting.

“The company provides opportunities to support career growth”
Opportunities are narrowly concentrated in Dallas, with limited mobility elsewhere. For a national company, that is a self-inflicted constraint that unnecessarily caps growth and retention.

“Our policies and systems support me doing my best work”
They do the opposite. The five-day RTO policy actively reduces productivity, and many internal systems remain outdated and inefficient. Physical presence does not compensate for structural friction.

“The company cares about my health and well-being”
Employees feel burned out, mentally and physically, largely due to excessive commuting and rigid mandates that add stress without any benefit to the company or the employees. Well-being is not addressed by pushing unused benefits or wellness messaging while ignoring the root cause repeatedly identified in feedback.

“Do you feel changes have been made as a result of prior surveys”
No. In fact, the opposite. Employees explicitly opposed three-day RTO in the last survey, and leadership responded by increasing it to five. Feedback was not just ignored, it was contradicted. The disappearance of the prior third-party McKinsey survey results only reinforces that perception.

Did I miss anything else?

The pattern is now set and clear. Instead of addressing the core RTO issue employees are raising, leadership deflects with ancillary benefits and BS messaging. That approach feels like gaslighting, and not listening. So why should I even bother taking the next one?

If leadership truly wants different survey results, the solution is not another email, benefit rollout, or talking point. It is addressing the one issue employees are consistently, overwhelmingly, and clearly raising.

Flexibility. Trust. Results over “presence”.

That is the message of the survey, whether leadership wants to hear it or not.

Interesting that it has not been rolled out yet and no one is able to give date for release

One, two, three
Two chairs—the music stops.
Follow the decree:
One of you will drop.

Central, East, West—
You’re safest in the middle.
This isn’t a test,
Or a well-thought riddle.

Experience used to matter.
Results were once measured.
Now talent’s grown scattered,
And good work? No longer treasured.

Does it end with you or me?
Customers first, the message repeats.
Hello, goodbye—latest casualty.
One less chair—fewer seats.

Did you see the culture survey?
Breakfast and mingle with leaders.
RTO and layoffs underplay
The truth beneath the speakers.

Am I the next to go?
Be cautious of the meeting.
Does anyone know
When comes the next reaping?

One, two, three—
Only one chair left.
You’ve been set free.
You can drop the heft.

I guess it's the time where we are going to be bombarded about the survey for the MSU meeting we all had... Love how they tell you that you have until 1/30...Says they won't collect your details like name and email but we know that's not true..

A recent Zety survey highlights American workers' concerns for 2026. Zety's report indicates 49 percent of workers anticipate more job cuts. A majority, 65 percent, expect the U.S. job market to remain stable or decline. Inflation concerns and fewer remote jobs also trouble workers. AI and automation competition worries 48 percent of respondents.

https://www.cnybj.com/survey-nearly-half-of-workers-predict-rising-layoffs-in-2026/

Prosper Insights Finds Consumer Job Anxiety Up, Price Pressure Down

Prosper Insights & Analytics data reveals rising U.S. consumer job security concerns. This increase occurred over the past twelve months. Meanwhile, inflation-related spending pressure has eased. Their January 2026 survey shows 42% expect more layoffs. This is a significant rise from 32% reported last January.

https://www.tallahassee.com/press-release/story/19772/prosper-insights-analytics-data-shows-rising-job-concerns-over-past-year-as-inflation-pressures-ease/

Infosys has launched an initiative to survey employees about their work-from-home electricity usage. This effort aims to accurately estimate greenhouse gas emissions for environmental reporting. The company's hybrid work model means its environmental footprint extends beyond office campuses. Infosys states the survey is voluntary and for internal assessments and regulatory compliance. This move is part of its long-standing sustainability program.

https://www.latestly.com/technology/infosys-asks-employees-to-share-work-from-home-electricity-usage-data-know-why-7290500.html/amp

why do we keep filling out pulse surveys to never see the results? why bother with the charade?

I saw an article pop up in business insider but it’s behind a paywall. Did you answer honestly?!

Too many of you avoid it and think we are being tracked. For god's sake reply to it and DESTROY any question that talks about Managing Committee, Senior Leadership, Leadership, etc.

Yes I know they won't do anything but if you don't share you voice, they will assume the rosey picture they get from all the boot lickers is the majority and those of us who hate the leadership are a small minority.

I am tired of her saying things like "according to the surveys, morale is pretty high". Take that lame a-s excuse from her.

When is the next VoiceEX survey? Folks be careful. They say the comments are anonymous but being that we are assigned a PIN number, common sense tells you that you can be identified by your unique pin. If they really want to know about a particular comment someone made on the survey, they can easily obtain it. My guess is they will avoid all questions related to work/life balance. They already know what they’ve done and how the majority feels. That’s something that can’t be denied.

Were you honest with the latest Glint Survey that came out today for the all staff meeting next week?

I was, and will it impact me future? If it does then I know for sure this company is not the last place I will ever work.

Per MH: "Treat it like a 20-minute Wellness Week. In other words, just focus on that thing like nothing else and make sure that you give us the feedback we wanna hear from you."

Nothing says "wellness" like forced tasks and giving them the feedback they want to hear. Plus everything will stay the same or be worse.

The news indicates a prevailing sentiment among employees regarding recent layoffs. A significant 69% of workers believe that "AI layoffs" are not genuine reasons for job cuts. Instead, many employees suspect that artificial intelligence is merely being used as an excuse for broader restructuring or cost-cutting measures. No specific company is named as having conducted these particular layoffs.

https://www.cpapracticeadvisor.com/2026/01/08/69-of-employees-think-ai-layoffs-are-just-an-excuse/176037/

Read the results of the survey 44,000 employees took and in the section that comments about the hybrid schedule makes it sound like there may be some adjustments to it, even though they are committed.

Have the most recent employee survey results been released? No one seems to know in my area. And if they have - are results the same, higher or lower than the previous survey?

I tried to get a meeting with him to discuss my business at Apollo and was told "the earliest he has available is three weeks out". Yet the guy post on LinkedIn everyday where he is attending some bs HR boondoggle, receiving some paid for award as the best HR guy. Why don't we do a survey inside about HR. I think HR is one of the most unresponsive, arrogant group of employees who actually think they run the business. In fact, Matthew told one of my colleagues he could our CEOs job. What a joke!

I have A LOT to say. Could write a book. Haven't done one in the last 5 years or so, or even remember when the last one was, but this time around there is no holding back. Hoping it's coming soon.

I have been in the 90th to 100th percentile of surveys for three years running in my organization. I connect with the customers and have saved countless customers and im not in loyalty.

Its bullsh-t.

comments very appreciated...
and not forget layoffs where announced January ´26 .....

I don't understand. Will we see changes to commission-based employees next fiscal?

In the first time in years, HR actually cared about asking our opinion about new employee benefits. Imagine that ! After all the cutting, they finally listened and said: what can we do to help our employees and provide them a more competitive benefit package ? The options which I chose were:

1. Mental Health
2. Legal Assistance (so I can find a lawyer that will help me sue)
3. Pet Insurance from Nationwide
4. Free Massages during Lunch Hour

What say you ?

Today's all hands confirm one more time that the Unfiltered survey is only s checkbox to say to employees: provide your feedback, we receive it but we do not care about it.
They spent maybe 2 minutes on today's all hands on the topic...+40% of employees not trusting the board are not enough to worry the board. An email saying they are going thoroughly through the feedback and take actions is all what they do... truly a sad and shameless joke!

https://survey.quantumworkplace.com/bpsurvey/language/oc_UTQB45201/

Survey is open. But be honest.

All in all, I finally gave this awful bank a truthful and brutally honest review as it’s through a third party. Either way I don’t really care if they find out it was me or not because I’m so done with this toxic bullsh-t we all put ourselves through every single day. I’m curious what you people put on your surveys and if you are as done as I am

Has anyone actually heard from leadership (your boss, VPs, Presidents, etc) about the VoE survey at all?

They published a high-level review of the results and promised to talk about it with us, and here we are months later without a single word being said.

TMs be sure to absolutely just blast your SM on the Peakon Survey. I know some of them are decent but it's about a lot more than that. You want to make CMs and VPs squirm. Put in the comments, be harsh and do not go easy. Answer everything with zeros and be as spiteful as you can. Understand the surveys are not about making changes, it's about how effective the propaganda is and it lets them judge how far they can pressure you before things explode. Do not assume good intentions, under no circumstances. That place is an evil toxic he-l hole!

Just remember the Pulse Survey is not Anonymous and will be used against you!

been on flma leave. Has the employee culture survey results been released yet and how did HR do this year with changing the work environment for the better ?!?!?

Results received by Kevin, Stef & Senthil and they couldn’t be worse. Some of the worst / lowest in years.

They are trying to sweep them under the rug and write them off as people are always upset during times of change.

Kevin & Senthil called out repeatedly in comments for little to no ability to lead, motivate, communicate, arrogance, condescending behavior, etc….

They are trying their hardest to not share these results with the teams / larger organization.

If they aren’t held accountable we should stage a walkout fur a day to get CC attention.

Survey of 1000 exhausted sales reps says…

1. Are you excited about your work? Yes/No
2. Do you feel that you are well compensated for your work?
   Yes/No
3. Do you approve of our leadership?
   Yes/No

Does everyone submit your feedback on your Boss in The Real Deal bot survey ? My boss never reminded me to take this survey anytime ;) Are they scared? Is this for real or another junk

Looking at the feedback and followups from the flaccid ‘fireside chat’ meetings, you will see that Eliza was used to collate responses and determine what the outcomes were. There are bullets that spouted off management groomed responses. All you see is that all BNY working people are excited and thrilled with the direction of the company. Then Eliza somehow determined that people agree with the direction of management and our mission. Lastly, people felt the top level communication was very informative and appropriate.
Let that sink in and ask yourself, does anyone believe this speaks for the majority of people working here? Anyone?
It’s now official. Eliza is a lying BS tool that truly is artificial ‘intelligentsia’ at BNY’s elite management level. Not intelligence at all.

And remember… survey is NOT anonymous or feedback taken seriously by leadership.

Here’s a suggestion for X, why don’t you send a survey out to all staff when they can reply anonymously (or not if they wish) and tell the SLT what’s REALLY happening out there. No hiding just pure honesty.

Why is so urgent that surveys be done? Are they used to target reductions?