Our department got a low engagement results on our annual survey. This year our director told everyone that we own the results and need to fix it at our monthly safety meeting. Not sure if he is suggesting we need to score higher or lie next year to help the department!
Is this ethical?
@ja lol link is safe. Just a funny video from LinkedIn.
You can open it on your phone if you are concerned about a virus.
Please provide details of video. Prefer not to open a random link
@fj did you watch the video? It should be obvious what it’s about.
What area or dept is this ?
Someone recorded an Enbridge leaders meeting and posted it to LinkedIn.
https://www.linkedin.com/posts/darmano_this-has-to-be-watched-twice-the-first-activity-7468355377600835585-VnR5?utm_medium=ios_app&rcm=ACoAAAM8RbMB-UVSh30sPGJiO5ZmiGI0rw9EOb4&utm_source=social_share_video_v2&utm_campaign=copy_link
@ct so true sadly. Enbridge desperately wants people to take initiative but not shine brightly enough that their manager feels threatened by the light.
“We’ve heard your voices, listened to your feedback, we’re going to be coming up with a plan to show you how to calculate your total compensation so you can see that it’s in line with industry averages”
I’m done taking them, they have no intentions of changing anything, they won’t even acknowledge the complaints. It’s dishonest how they reframe our complaints, The Townhall a couple of days ago was a classic example. 30% inflation in 5 years and a 2% raise isn’t keeping up you mo--ns.
@an some do that then get rebuked and hung out to be the problem. Straight retaliation
Leaders always point to the individual contributor to lift moral or fix issues. Many departments in the utility have ineffective leadership.
Director should know the issues from managers unless the manager are not identifying the issues or the director chooses not to act on it.
Blaming people at the bottom just lacks Integrity.
Hmm … low engagement and the leader says we all own the results and we need to fix it?
Sounds like leadership ain’t leading and is looking to be lead.
So in the spirit of engagement since said leader can’t lead how we divyup their salary and bonuses among staff, fire them, and remove another layer of bureaucracy
Bet you engagement goes up. It’s 2026 people …. Engagement is bought not expected. Number way to increase engagement …. Money money money … too many sheep’s have drunk the koolaid that your job gives you purpose. Nope … money. I feel engaged when I am compensated for it
Don’t improve your score too much or they’ll want you to teach every other team that has a low score.
I'd treat this as an opening, not a trap. Gather your colleagues and draw up an explicit list, the actions you need leadership to take, and the support you need to act on the rest yourselves. Be specific about what would genuinely improve the environment, not what would simply move a number.
Then build a dashboard to track progress against it, visibly.
This resolves the dilemma either way. If leadership follows through, the scores rise because the conditions earned it. The only legitimate way for them to rise. If they don't, you'll have a clear record of exactly where the gap sits, and who was accountable for closing it. Either outcome leaves you stronger than simply being told to produce a better number.