The data is reported by VP/SVP, so it’s not entirely anonymous if reporting lines are thin. I’m hoping not to get too candid, and nothing changes anyway, so what’s the point? Suggestions?
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As a long-tenured middle manager, I can confirm that the survey results will only hit you and your manager.
Last year, I was nearly forced to layoff a good manager whose team were disgruntled at things beyond his control. Luckily I managed to save him.
As someone else said, you will just end up with ridiculous goals if you score negatively.
Try to think of anything positive that’s come out of negative (or even constructive) comments on things beyond your manager’s control. I bet you can’t.
Some BS here. The Qs make it clear when it’s about your manager and about wider leadership. Be constructive but be honest - it’s the one chance you get. Those of us who have been here decades would be long gone if we had been punished for being honest.
And in the comments you get to say what’s what. Do it. Tell them what’s working on and what’s not. Otherwise they spin it as “everything is awesome”.
If you don't say anything, how can you expect any changes? Take 15 minutes and provide some constructive criticism. It's like voting... if you don't vote, don't gripe about the results.
Do the survey. Answer positive and move on. They always find a way to add more work if your team scores lower. If you like your manager, that’s a reason plus to do it. If you don’t, then maybe they will bring one for you from India with a “stick” mentality. Then you will absolutely answer all positive because they wil “watch”. Just sayn’
I will never forget the survey results showing 74% were displeased with the handling of RTO, showing us all the results in an all-hands meeting, and then proudly proclaiming that the survey results show that we all want to be back in the office working together (which was not even a question on the survey, just how badly it was handled).
This was also the meeting where there were extremely poor results for “Does Fiserv care about my well-being?” And the meeting runner said, “People need to be aware of and taking more advantage of the Well-Being activities we have.” She completely confused well-being (one’s physical and mental health) with Well-Being, the branded activity checklist they use to make health insurance premiums lower. Not to mention trying to blame us for their lacking.
If you mark a question as N/A your response is not included in the results. It is the equivalent of not answering. So, it is possible to take the survey but not have your responses have any impact on the results.
Not sure what happens when too many people mark N/A for a specific question, but enough fill out the survey for a specific manager.
So much misinformation here.
If your direct manager doesn't have at least 5 DRs, then your responses will go to his/her manager. This is the company’s way of attempting to maintain anonymity, but don't go say anything wildly crazy. Something tells me they will come for you. 😏
Also, comments are read at MC level, SVP level and by HR. Most VPs and lower dont get to read them or share with their team and that's too bad. A lot of the comments are raw. It's amazing what's important for people to take the time to comment in detail about. From bad food in the Caf to inept managers and everything in between.
I'm hopeful this year now that we have a new CEO. The key is to be constructive with the feedback and make well thought out suggestions.
Get a pizza party either way if you fill it out or not
The surveys are read. Then the feedback and numbers are manipulated by SVPs before it gets to the C-Suite. I know because I watched them order my colleagues to do it. Refusing to complete the survey will speak much louder than actually completing it.
Can’t emphasize this enough - your refusal to complete the survey will speak louder than anything you say on the survey. Your SVP gets beat up first on participation, distant second on what you actually say. Be strong, say ‘no comment’
If you like your manager then fill the survey out
The comments and ratings directly affect your manager, and therefore affect you. This is not a survey about the CEO and their direct reports.
Not completing the survey or anything less than glowing ratings only damage your manager. They will probably end up on a PIP for employee lack of engagement. You and your team will be asked to help improve the survey results as part of next year's goals.
My advice is to write constructive comments and then have AI rewrite them. Your writing style is easily discernible. Keep them short.
Don’t waste your time writing comments. They only get read by the 3rd party survey firm. Every thing else I would answer n/a or neither agree or disagree. As neutral as possible. Bad scores reflect on local management.
Declining to complete a survey speaks louder than doing the survey.