Are you taking your survey? If so, will you be brutally honest?
47 replies (most recent on top)
Added in the comments section that the layoffs, location strategy, and RTO mandates are distracting people from actually getting any work done!
H to the no
Not filling out the survey
Have seen what happens
They will tailor the results of anything to get more people in the office 5 days a week as way to “solve” for low scores on X.
If you do fill it out read the answer options carefully because the scale flips. If you are just quickly filling out the answers you could end up strongly agreeing to something you don’t agree with at all.
@1qms+1okZWjsX
"If you do speak up, they will know who you are."
Yes, that is called growing up and taking responsibility. Tell the truth, call people out when they engage in wrongdoing, and accept that companies like WF have a track record of firing whistleblowers.
Doing the right thing is always the right thing, even when it doesn't personally benefit you.
Fuuuuuuck No on taking the survey. I'm quietly quit until Charlie goes and the bank becomes human.
I was brutally honest. Not sure it will actually make a difference, but I’m not here to make the execs feel better about the hellscape they have created for the formerly known as team members.
From years of experience with these surveys, low scores will just cause issues. Your team will be forced to meet and discuss in more detail what the results mean and why the score was low. If you can’t come up with answers, it will just be taken as false and no further action taken. If you do speak up, they will know who you are.
I'm not going to waste my time giving the execs ammo to make our lives miserable. Every single survey they cherrypick the results and torture us for their own failings.
Don’t waste your time. Nothing changes because of our input. Decisions are made top down. In the past 3 years I have yet to see leadership work to the benefit of employees. Shareholder value (short term not long term) is all that matters to our execs. Just buying enough time to cash out before their retirement… this is coming from someone who used to foolishly believe my input mattered.
Took it three times
No responses would be loudest survey response of all. Let's send a message loud and clear!
Tech had something like 66% taking it last year. Not a good showing,.
"Honestly...don't trust them to keep anything "confidential". Especially when the managers come back and remind us because not everyone has completed the survey yet... NOPE..."
This happened to me. I was "forced" to take it because my manager reiterated why we need to take it and give good feedback otherwise we get involved with meetings, meetings, and more meetings to fix the supposed problems. Mgr didn't want to do that...you can see where this was going.....
I won't be taking it. Nothing has ever changed as a result of the survey. And if the results turn out poorly, leadership doesn't share them. So it's pretty pointless.
In fact, I can tell you the results right now. We will beat all the other companies on xyz, but they'll say we need to work on improving engagement (or trust or whatever.) They're going to get a team together and work on that. Then they will say that we did better in some categories but worse in others over last year - they won't give the numbers though.
They will tell us that generally the employees at WF are happy and enjoying what they do and willing to work hard for WF and nothing will ever change.
That's if they bother to share the results.
I'm tired of filling out the survey and having hope that it will be different than the countless other times I've completed it.
I won't be taking the survey and agree with the others that it actually impacts things far more than calling out the issues. I've been with Well for over a decade and at no point have I seen survey results be used to improve things.
Another poster mentioned that their experience was that senior management only used the percent of their people that responded as a way to show off and I can tell you that was my experience as well. They didn't even mention the results but were giving some other manager a hard time as only 80% of their people had responded.
The only reason I would respond is if I was sure it would result in a layoff package.
Post ID: @idi+1okZWjsX
Nice Bae. We know it’s you.
How exactly are people being retaliated against for responding to a survey? Do people honestly expect to have everything called out will be addressed? Do people really believe the items they are calling out are even issues to begin with? What kind of things are you putting in the survey that would generate retaliation?
My group was shown how the results look and it just says “respondent”. Of course it can be edited or there could be other meta data to identify us and there could also be alien worms in my brain making me beat it to images of trees. Naw, I do that of my own volition but what’s with all the conspiracy theories?
I answer the survey and that’s that. Holding back information is of no benefit to me any more than providing that feedback is a detriment. If you’re using the survey to call out individuals then you’re using the wrong medium. This is not a big deal.
More non-sense propaganda to check check-off a box. Even a dim-witted manager knows the best way to obtain constructive and genuine feedback is to periodically hold 2 and 3 downs. It shows that you care and are interested is hearing people. Otherwise, you are just getting smoke blown up your aR-e from your directs that you surround yourself with.
"Even if they do not implement changes, at least they will not be able to point to the survey and say, 'See, we are doing a great job. The data says we are doing everything right.'"
They can just ignore and not share negative feedback.
Please take the survey.
Too few people with legitimate concerns are actually taking the survey.
Only the “plants” are responding to the survey and skewing the results to appear that there are no issues.
Subsequently, the results come back overwhelmingly positive, and the leaders assume that everything is perfect.
Even if they do not implement changes, at least they will not be able to point to the survey and say, “See, we are doing a great job. The data says we are doing everything right.”
I also agree with @whs+1okZWjsX.
Let them know what you really think. We need to band together and let them know our experiences. I know that it takes courage; we can do it.
F THEM. F RTO. And F this survey.
Not taking it. I’m in marketing. I remember a few years ago participation was so low the “leader” at the time, JM, threw a massive hissy at an all team meeting.
It was the most fun I’ve ever had here, and I’m hoping for an encore.
I plan on giving my manager great marks, but then dropping bo--s on RTO and the location strategy in the comments. All they use the question data for is to punish people, I'm not giving them that excuse.
I’m not taking it because nothing meaningful ever gets addressed. I won’t be reminding my team to take it either. The issues with this company cannot be addressed by those at the bottom few levels. The have shown time and time again that they don’t care what we think. All decisions are made top down. Message received!
So glad there was a comment section on the survey this year. Was honest with the org while also giving my Mgr credit as I like working for them. I also gave ideas on what they could do to improve morale. Example: the org should ask for volunteers to be laid off in exchange for their full severance. Will they take my ideas and work with them? No, but at least I can say I tried.
No responses would be loudest survey response of all. Let's send a message loud and clear!
Waste
Of
Time
REPLYING to:
A recurring theme on this board is to not take the survey because you'll get punished for saying anything critical of the bank.
Laid Off = sure please do.
but not so sure it would be a layoff or a FIRING for being honest! Don't trust this company. Too close to retirement - so biding my time and waiting to get laid off if that's what they want.
Honestly...don't trust them to keep anything "confidential". Especially when the managers come back and remind us because not everyone has completed the survey yet... NOPE...
what I love is that today, just before the official survey email came out, the head of our org sent an email telling us what they are implementing based on last years results and the encouraging us to take this years survey. the two items addressed so nothing to solve most people's issues with the company and are more logistical in nature. perhaps they should have engaged us months ago and actually do something that will improve employee morale
Don’t take it there’s more power in silence
Anything to reduce bonus money….
I will be honest again but I don’t expect any changes. My small group started working on a response to how we would change communication and other changes but we directed them all to upper management so nothing came from it. In fact after 1 meeting to discuss it was never talked about again.
I’m surprised that we’re doing another survey so close to the last survey cluster F!
Lol “brutally honest” You don’t have the guts. By the way, the surveys are not anonymous.
They lost me at opening survey question. Results are confidential, but not anonymous. I've already been retaliated against b4. No thanks.
Fck WF.
Whatever you said in the survey,
- They don't care, they are just doing it because of cultural compliance
- They will give you more pain by targeting your weak spots so that you want to leave the company
My new philosophy is to play Charlie’s game and give them as little information as possible. Information is power. Charlie is closed-off, non-transparent and vague in the few instances when he speaks.
This executive team has waged war on their own employees. Please do not trust them in the hope they will change their stripes. Whatever they ask for, it is for their own benefit, not yours.
To clarify - I don’t think they’re going to ding me, personally, for being honest. I do think they could or would use the collective information to manipulate us as a whole: Give a little something small and then take away something big. Or make a negative change, on something that most of us say we want, to increase the pace of attrition.
The truth is: the last time any positive change was instituted for employees as a result of the survey was under Tim Sloan, more than 6 years ago.
Told them how I thought that RTO was stoopid.
yep, brutally honest. They shouldn’t ask if they don’t want to know. It’s not like they will change course based on employee feedback anyway.
We never discuss the survey results on my team. Manager says not enough people took it so she didn’t get results for our team. The end.