Why even bother with annual employee surveys? just like is previous years, they threw some lipstick on a pig, talked about the results for about a minute and that was it. It has been crickets from all levels of the organization (aka the firm)
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Stopped doing them years ago as they are not anonymous. Had a co-worker drop some F bo--s and the manager called him out on it.
#1 takeaway from the survey from current firm management- WE DON’T CARE.
The results were presented and that’s it. No discussion about what would be done to improve or ask for suggestions or input to dig deeper into the results. Presented and that’s it. And by the way…..as expected they were not that positive so lots of discussion should have been had.
I won’t be completing future surveys. There is no point.
Not only were the full teams results presented but info by location, by gender and by tenure as well so if management wants to spend the time seems like they can narrow down who feels what way if they want to…. So not sure how anonymous the surveys are.
Dilbert’s pointed hair boss -
“Fill out the employee engagement survey and make sure you lie like crazy. I don’t want any accurate information to bubble up to St mgmt”
Super disappointing that many here didn't have substantive conversations about the survey results. We did. My leadership team did. We discussed ways to improve in several ways.
That said, I agree with another poster that MOST of the issues are not at the team level. There is a fundamental distrust in leadership. While I applaud their efforts in some ways, in others they have ultimately failed.
Think about the two biggest issues that people will cite (outside of the survey) as issues - compensation and RTO. Nothing about that on the survey. Why ask me about feeling supported or being inclusive? Those are things on the margin for most team members. How about focusing on the things that really move the needle? Please, let's have a frank discussion about compensation expectations. Show us how we are compared to peers in other banks or similar industries. If being in the office is so productive, show us the results that tell that story. You are gambling with the future of the company over this policy. I have to believe that there is real, concrete data, that RTO boosts the corporate bottom dollar. Why hide it? And if there isn't data to support, come out and say it. Tell us "I can't prove it, I know many of you disagree, but I personally think being in the office is important. And I'm the boss and so we're going to do it." I can disagree with the rationale but at least I would know you are telling the truth.
Employee survey should be renamed, "Alleged collection and purposeful disposal of what we deem to be irrelevant hot takes from the unwashed peons."
But that's kind of long, so maybe just "The C-Suite's digital toilet paper."
Ha, WF doesn’t give a cr@p about employee feedback via surveys.
They now refer to it as “employee sentiment” …. Eye roll
Here’s the definition of sentiment.
sen·ti·ment
/ˈsen(t)əm(ə)nt/
noun
a view of or attitude toward a situation or event; an opinion.
"I agree with your sentiments regarding the road bridge"
Similar:
view
point of view
way of thinking
feeling
attitude
thought
opinion
belief
idea
exaggerated and self-indulgent feelings of tenderness, sadness, or nostalgia.
"many of the appeals rely on treacly sentiment"
They don’t want to know about our actual experiences - they want to know about or “feelings” or our attitude to which is the ultimate scapegoat for them to again blame the employee for how they “feel” about their work life at WF.
And the questions are obviously set up to avoid the REAL questions we WANT to answer.
So I can either not take the survey and give them a poor response rate (which should trigger someone somewhere to question WF) or take the survey and give the lamest and lowest possible answers as possible.
You’d think with all the money spent on executive travel and town halls to supposedly hear and talk, we’d have a wonderful culture with generally satisfied employees. Far from it!
The way they ask questions dictates the results to. Look at the difference between these two:
Do you like RTO? -or-
Rto- do you like it or love it?
Lol
: @aas+1n774ROR Did you break into small groups, have meetings to come up with action plans, have more meetings to present your action plans to management, have more meetings to discuss progress on action plans, have more meetings to report progress to management and then, crickets?
No? You’re lucky you’re not in marketing.
They have to keep doing it because if they don’t they will asked why they are not.
And then what do they say? The survey is useless? Then why have they done it all these years?
We don’t care what you think? Of course we know that, but they can’t say it out loud. The press would find out.
Better to just go through the motions.
They are a waste of time. Charlie actually said on a tow hall he doesn’t understand why people aren’t returning to office=he refuses to listen. We are telling him why. His ego is out of control. 100 times larger than his pea brain.
Our leader did a horrible job of our debrief. My team had ratings even lower than the general population and we never addressed what was happening. Instead, we watched a Ted talk and debriefed.
Please.
Don’t even bother asking me if you don’t actually care.
I do these surveys every year, but they are often horribly misinterpreted and intentionally misrepresented by the execs. Our comments are a reflection of their performance, and instead of treating it as such they punish us with a bunch of BS and checking boxes. For example, if we indicate that THEIR policies are racist, their response is to turn around and subject US to a bunch of 're-education' nonsense as if we are the issue. Other problems they completely and intentionally ignore. They got put on blast for RTO in the last survey, and instead of acknowledging that they instead talked about how many were looking forward to getting back into the office. Yeah, ok, covered the 1% there, but to heck with the 99%.
Wondering if the surveys are done in the India/Philippine area. Also do they have the same stack ranking system over there? Do they lay off any?
Our manager told us they are tracking who does the survey - and he got dinged/reprimanded for not enough of his team filling them out.
The firm did not like the truth
I have not done the last two surveys because NOTHING ever positively changes from them.
Charlie didn't like the answers.
Almost better than talking/meeting about it on an ongoing basis as more of a “see what we did on our checklist” type thing, when nothing actually changes from those discussions.
Nothing.
The results to a degree was shared with my immediate team, and a surprisingly good amount of effort was made to interpret the results and come up with recommendations. Unfortunately, perhaps only 25% percent of the issues could be addressed by low level managers; the remainder they have no control over because they're problems caused by upper management.
it's just a box for mgmt to check and any low scoring items are employee issue not mgmt
Yeah, I totally forgot about it until I read this post and you're right! A bunch of fervor and then nothing!