I want to answer honestly but not at the risk of repercussions
11 replies (most recent on top)
Be honest with your responses and suggestions. Nothing really happens anyways with the OHS results. Who really cares if they can trace the names back to surveyors. Everything is traceable. They need to hear the truth.
Let me guess what the biggest negatives are:
I don't trust senior management
Decision making
I feel recognized for my contribution
I believe I have a future here
Then you can't participate
What if you click that you dont agree with the T&C? What happens next?
I answered honestly. I welcome the severance payout.
Rarely does it result in change. A previous reply mentioned the company's response to "too much work and not enough time" and I can vouch for it. Their solution was more training on time management and making Fridays "protected work hours." so like...same amount of work, same number of hours to do it, and a "just do better" pep talk from Mother Medtronic.
I find the OHS to be like clinical data. Upper management will look at it and pick the parts they like.
That being said, there was not a lot on my responses that could be positively parsed.
It is my understanding it is done by an outside firm and they do not disclose identities of the respondents, nor even track who voted how.
to be honest I just click agree an toss in a few strongly agree, who needs useless meetings to improve useless scores .... IMHO
The OHS is garbage. Nothing happens. It is just sent to check a box every time. Nothing changes. No matter what is said it is still not easy to get work done. They keep getting rid of people and never backfilling positions, leading everyone responsible for more work. The last 3 have yielded bad results, but they only focus on the few good results and consider it a success. They keep doing re-orgs and laying off people instead of getting to the route cause of issues and caring about their employees any more.
I was a people manager for 5+ years and received results from these surveys for my teams and I never got anything broken down to allow me to attach the responses to a direct person. Now at a higher level I do not know what they receive. The fewest responses I ever received was 6 (I had 6 direct reports) and I was able on my own accord to distinguish who most likely voted which way based on interactions with the different team members. It's not hard for a manger to see responses of "strongly disagree" across the board and tie it to "Jim Bob" who complains non stop.
Yes, it can
Yes, it can be used against you. You should always assume these corporate surveys (not just at Medtronic) can be tracked to the individual as needed even if there are claims of anonymity.
Anyway, from what I've experienced on the OHS surveys, it seems to be more of a means for management to claim that feedback was collected and less that it drives meaningful action. So unless your feedback is very specific and easy to address, it likely won't drive too much change. My favorite outcome of the survey was when there was a lot of feedback on something like "too much work and not enough time" and management's response was to assign everyone time management training or something (generalized example).