A few questions employees may want leadership to address at the next town hall. Add yours below.
26 replies (most recent on top)
@169 Excellent post.
If you are constantly under the specter of job cuts, how can you stay positive? You can't!
@rk Morale isn’t low because employees need another pizza party, recognition badge, or motivational email from leadership.
Morale is low because people can see the game now.
We hear about record quarters, record stock prices, operational excellence, transformation, efficiency, and all the other polished buzzwords. Meanwhile, U.S. promotions vanish, backfills quietly move overseas, entire teams get eliminated, workloads get bigger, and everyone left is told to “lean in.”
Lean into what, exactly?
The reward for doing the work of two people is apparently getting the opportunity to do the work of three.
At this point it honestly feels like the ultimate goal is to have as few employees as possible. Automate it. Offshore it. Consolidate it. Cut another layer. Then have an all-hands meeting celebrating how incredibly efficient everything has become.
And maybe that explains why morale, culture, loyalty, employee development, and even the long-term health of the actual company seem increasingly irrelevant. If the stock price goes up this quarter, apparently everything is fantastic.
The people doing the work are told to accept less security, fewer opportunities, smaller teams, higher expectations, and constant uncertainty while the people holding the most equity enjoy the upside.
Then leadership wonders why employees aren’t more engaged.
What exactly are people supposed to be engaged with? The exciting possibility that if they outperform again, their position might be eliminated even more efficiently next year?
So no, I don’t think this is an “employee morale” problem.
It’s a credibility problem.
You cannot repeatedly demonstrate that employees are primarily a cost to be reduced, tell them the company is having record-breaking success, and then act puzzled when they stop believing any of the speeches about culture and people being our greatest asset.
At some point, just be honest about the model:
Do more with less.
Send what you can overseas.
Automate what remains.
Keep cutting costs.
Pump the stock.
Reward the people who already own the most.
And then please spare everyone the survey asking why morale is down.
Chapters don't disappear just because the last page is still pending.
@f6 Many were cut, but many have left on their own. The morale crushing is real.
I personally know several who were moved like a chess piece to a ‘new role’ that capped their potential - so they left for another company.
Some top sellers in my region left due to the comp plan shenanigans.
And one man in our group took a one week vacation and never returned. :D. After missing for a month, he submitted his resignation.
@tg That's because she's incompetent and has no idea what she's doing in her role. Looking at you PD.
My Director will not answer any of these things. She is intentionally unapproachable to her staff who bring reasonable questions with reasonable expectations of their company.
How can you improve employee morale and incentives to work harder with the obvious lack of US promotions?
Why are backfill positions consistently being repurposed and sent outside of the US?
We have had "record breaking" quarters so how does the company plan to compensate those who made this happen?
Stock prices are at an all time high, is it possible to have execs throw us all a few extra thousand for this?
@q5 „Be careful not to ask for too much.“
Motivation kicks
@OP who’s responsible for rolling out the half baked ODW for CSG. Complete cluster f###!!!
@js They gave you a Red Stapler.
Be careful not to ask for too much.
OMG I love it. Wise white man had a great idea. Kiss on your top of your head.
My question is what the he-l, idrac?
@js careful, they'll take your chair and desk away if you keep asking for a waste paper basket.
with dell making billions in profit, why cant i have a trash can at my desk? seriously?
@f4 most of us bought and kept our stock from 2020-2023 and made millions last month from just reinvesting our bonuses back into the stock. At least that's what I did as an IC and now retiring next year 10 years earlier than anticipated with more money than planned.
@f4 I doubt many left on their own.
ODW is now "live" which potentially will destroy many support functions company wide.
Dell doesn't take their veterans and place them somewhere else, they terminate them.
I see so many people on linkedin for Dell stating that they are just leaving to take care of personal things, taking care of family etc. I've never seen so many especially in the last year. I think they are trying to evade the fact that they left because their position has become untenable.
Will Eric day be able to handle criticism about his very real and unethical actions without being a little bi--h this time?
@c6 walked or spending more time with the family?
@c6 who were the smartprice leaders that are gone?
the smartpriceleader are gone :( we lost them
When are you EVER going to get rid of all the shiit-for-brains managers and leaders running around Dell who do absolutely nothing??? They're worthless.
When JC's tshirts will be available in our store?
In the last 2 year the company has been promoting a rationalization of workforce and improvement of expenditures. Is Dell planning to be sold?
This year there's a reduction of workforce in mere than 30% and an unbelievable raise on stock price. Is Dell preparing a spin off?
Our leadership talks about these things proactively each time we meet
- What are the biggest employee concerns leadership is hearing right now?
- Should employees expect further workforce or organizational changes?
- What is leadership doing to improve morale, retention, and workload?