Have given good comments & ratings on the evaluation conducted on management performance. This doesn’t help at all, why are employees scared to give their honest evaluation.
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If you choose N/A for everything, you get marked as completing the survey, but your results do not affect the outcome of the survey. It is the safest option.
Let me state this one more time for those not paying attentiontion, or that just arrived:
YOURVOICE IS NOT ANONYMOUS, IT IS CONFIDENTIAL.
There is no promise or guarantee implied or specified that your answers can't be mapped back to you. Mostly because they can be! Your link to the survey comes with a unique ID. This is your first clue it's not anonymous. They know how many people completed the survey in near real-time, this is a second clue. They have to "anonymize" the results before management gets them, is your final clue.
This means that it is likely a trivial matter to find out Joe in accounting really doesn't like frank and had no problems admitting to it in his free form comments. Frank doesn't like this so Joe finds himself on the unemployment line for "reasons" later.
Additionally, as many have pointed out, it's not hard to drill down by reporting structure until you get to a team that has been laid off to the point that only 2 or 3 remain, which becomes pretty easy to guess who said what.
Use this information to protect yourself appropriately. And thanks for attending my TED talk.
Technically the surveys are anonymous...HOWEVER leadership can drill down to the location by manager. So for example, if a manager has a smaller team with people in different locations, it is pretty obvious who said what or how they answered the questions. For example, I'm the only one on my team in my location. You better believe my comments were tempered based on historical experiences. I scored questions lower where I felt that I could. Even then, I received push back from leadership on my thoughts. So why would I be honest going forward????
Because for the last several years leadership senior leadership has proven time and again that they don’t care about the Your Voice. They proven they are retaliatory and don’t care to address the feedback provided. Instead of having open and honest discussion of any negatives and have them be properly addressed, the CEO and his leadership team (either by true agreement or self preservation) have decided to ignore the negative feedback and suggestions or respond with indignation. They have gone so far as to keep moving when the survey comes out and when results are discussed in the hopes they can manipulate the results. At this point most people would rather not respond to the survey and the main reason they do is because it reflect poorly on their direct manager, most of whom have also given up on being able to help their team or have what they are saying heard.
Good people will continue to leave. new people at a lower price will continue to be hired and they too will become jaded in under 3yrs as they become aware that there is no one knowledgeable around to train them or who cares to do so. Production, development, service and thus clients will continue to suffer.
The survey is a joke and not even a funny one.
It was clear from the way my boss discussed the results that is was not Anonymous.
@cj+1jhg3bzb4 you are fake news
I don’t understand this comment:
“I was very direct and honest in my feedback, but I was sure to differentiate between my immediate manager a d department leadership and the c suite level management.”
The survey questions do not differentiate. Are you talking about Freeform comments? If so, you wasted your time. They are scrubbed by a third party and the three most popular themes are turned into generic bullet points.
Because it's clear that it's not my direct manager but the people in the top 3 that are feeding this the hardest.
I was very direct and honest in my feedback, but I was sure to differentiate between my immediate manager a d department leadership and the c suite level management. Our immediate and department leadership have also been dealt a bad hand and are trying to make the best of things, so I try to make clear that my unhappiness is not with them, it's with the company at the top level.
Your direct boss is who gets punished even if you want to give honest good feedback on VP/SVP level.
Are you serious or just trolling?
Specifically with anyone under SK(and KB), your voice surveys are super not anonymous. None of them are but under those leaders they are going after you the more honest and critical you are about their management. Horrible horrible management. Who let these people get these jobs? Who did they know?
The survey is BS, they manufacture their own narrative doesnt matter what you say
@OP
How TF would you know?!
"Unfortunately *most of the employees commenting here
Have given good comments & ratings on the evaluation* conducted on management performance."
Survey is not anonymous. That's why.
This had been said multiple times: surveys are fixed. It’s not worth your time trying to be truthful. Everyone should choose the middle option or the N/A option. Neither good nor bad. And never write comments. Ever. 1. They don’t care. 2 They can trace them back to you. Nothing is anonymous.
Because upper MGMT will take it out on your boss who has little to no control over the issues at hand, and when providing criticism of how things are going upper MGMT will put the hammer down and make things worse and not take action on things that need to be improved. They don't care about the employees and the survey is a joke, and it's not anonymous. Plain and simple.
Any negative comments about management in the "You Voice" surveys get applied to your direct manager. They get impossible goals to improve these ratings. This results in direct managers telling their teams that the management scores apply directly to the lowest level manager and the team will improve the results because generally the lowest level managers are ok people. This is an example of how Fiserv corporate manipulates results so they appear good on a report without making any progress towards improvement.
Any positive comments get claimed by the top level management. They are the smart people and totally successful and if the CEO of my previous company could see me now, he would be so impressed. It is childish behavior.
The Your Voice survey is a completely ineffective form of communication. Any email would be ignored or retaliated and townhall questions will be ignored or retaliated. The most effective form of communication between employees and senior leadership is posting to an anonymous message board. This site is monitored by senior leadership and they do discuss what is written here.
Internal communication is completely non-existent. Messages do not go up the chain, and they never check if messages go down the chain. So it is broken both directions.
Many highly intelligent, highly productive, and valuable to the business, employees have absolutely and unequivocally given their honest and constructive evaluations.
If there was a culture of "open doors" and "feedback to the top", then you would have heard of the countless thousands that have done this. However, leadership seems to be completely opposed to any and all criticism.
It is well known that good leaders will put their focus on making the right decision for the organization, but this would always involved a direct discussion which addresses concerns and criticisms in a thoughtful way. Ultimately, these discussions and confrontation of criticisms would be out in the open and would end up being some sort of compromise at least in some part because what is good for the organization involves clients, employees, and the business.
Unfortunately, it is plain to see that any feedback and any criticism makes leadership angry and retaliatory by employing blanket mandates and ultimatums to reduce valuable employees to being managed like mischievous toddlers in a maximum security facility.
Has anyone seen anyone from leadership adequately address the concerns that are well known such as attrition, morale, and work-life balance? I have heard some words thrown at these topics, but never anything meaningful and absolutely nothing in terms of action to address these systemic issues.