Until now, I have always given good reviews on pulse survey because I thought that I could become jobless if I gave a bad review. How much do you think giving a bad review can jeopardize someone's job here?
17 replies (most recent on top)
If they want you gone, they will find a reason. They don't need the pulse survey to do that.
@1vzp+1jadzIi3 true.
The sh---y part is it only affects your direct manager. Even though the grievances actually stretch well beyond that.
Then the higher ups think your manager is the problem, not the company or upper management.
The biggest metric coming out of pulse right now is engaged employees vs non engaged employees. 1 poor survey is deemed non-engaged. As long as the ratio 4 engaged to 1 non-engaged basically they get a pass and on to the next quarter. You have to call out leadership by name to get a registered result. Be honest as there is loyalty either way to save a career with this leadership group.
I lie and give positive comments on everything. Then I spend the rest of the day watching up to speed.
Just gonna give all zeros and write a slightly unhinged story about tmo eating our lunch.
I'm just not going to do it and say that I did when they ask about it. I've done this for 3 years now lol. It drives them crazy.
Nothing is more embarrassing than the unstoppable run.
Take shots at the people above your Supervisor and call them out by name. That's how you can get attention, since all that happens when you hit the next level up is that upper management thinks it's not on them when most problems stem from the top down.
I'm calling out my Senior Manager and Director since they don't give a cr-p that people are living paycheck to paycheck and could provide no good reason why Verizon can increase surcharges drastically the moment inflation hits, but didn't touch reps wages. "Work harder to make Verizon money, we'll eventually send your job to a vendor overseas, so don't bother with asking for a raise."
Don’t do one at all. Our leaders are so obsessed with how many people completed it instead of fixing stuff from it.
Trying to convince everyone on my team to coordinate responses so we all agree on a response and drive a single, honest rating.
If we can’t vote anonymously, then we vote unanimously.
In the words of this generation, “f***ing send it bud.”
I don't know about you but it seems to work the other way on our team. In the last RIF, the three people who bleed Verizon red, gave glowing reviews, and always performed well were let go and the quiet quitters and those who always complained still have a job. I just keep my head down because my wife recently had a baby. But now I'm in a team full of sales ops who don't even want to work here.
I always drag them on something specific so they know I did it. They asked for feedback.
there's nothing to gain from being honest on these things
Don't write anything in the verbatim. That's how they figure out who did the survey. Just rate by numbers. If they have a team of 10 people they can figure out who wrote things based on common sense. Your vocab, your specific complaints ect.
There is no over arching conspiracy by the people who run the survey to let your manager know who complains, it's managers figuring it out through the verbatim.
Hasn’t gotten me out of here yet.