#employeeengagement

Why is it so hard to keep us properly informed about what's going on? Why do we have to guess and put together scenarios based on a sentence here and an email there? What does it cost them to be open with us? Even if it's bad news, it's always better to know than just guess.

I can't wait. 2026 is shaping up to be great and prosperous year!

So called pulse survey has innumerable flaws, too many well known to innumerate here.

The real pulse comes through from sentiments expressed in boards like this because many enterprises like VZ do not genuinely promote a culture of transparency and accountability.

So glad I refinanced and moved my accounts. Treat me like caca as an employee and you dont deserve me as a customer.

so flaming...

mindi cox of o.c. tanner says skipping them sends the wrong cultural message

simple, sincere gestures—letters, small parties, practical gifts—go a long way

most employees plan to attend celebrations this year, showing a desire for positivity

compensation talks should stay separate from holiday appreciation

https://fortune.com/2025/11/24/should-companies-throw-holiday-parties-after-layoffs-employee-gifts-economic-uncertanity-morale/

Do we finally get to learn about Dan's vision??

Back in the day, I used to be able to be nosey and look at salary brackets in Career Intelligence before they shut it down. Honestly, it was pretty motivating, so su-ks to see it is gone.

Anybody know not there is another platform to look at salary ranges?

It says "Set your holiday status. Need to run to the oven to get your holiday prep ready? let your team know!".

So are they encouraging us to take care of personal errands at work?

Our annual shutdown will take place from December 25, 2025, through January 2, 2026, with a Day for Me on December 26, 2025. This time away gives us a chance to recharge and focus on what matters most — you and your family. The shutdown also helps Cisco reduce its carbon footprint, saving more than $6 million in energy costs and 22,500 metric tons of greenhouse gas emissions over the past seven years.

The shutdown also helps Cisco reduce its carbon footprint, saving more than $6 million in energy costs and 22,500 metric tons of greenhouse gas emissions over the past seven years.

CISCO forcing everyone to burn AI token for every stupid tasks using 1k tools at the same time is very concerned about footprint haha

While the leadership took this one big unpopular decision , i really hope they flatten the org structure as well

I doubt if most people leaders do enough work compared to an individual contributor.

Mostly they just create unnecessary recurring meetings, present useless slides and cascade down a word vomit of useless jargon

We need more doers in the company and less talkers

How many account people and upper mgt above dm level signed up to help in stores this weekend..

ZERO in my area , but let me know if I can do anything to help in stores🤔😂

if you live in Capetown...https://www.glassdoor.com/Reviews/2U-Reviews-E324050.htm?sort.sortType=RD&sort.ascending=false&filter.iso3Language=eng&filter.employmentStatus=REGULAR&filter.employmentStatus=PART_TIME

https://www.phonearena.com/news/former-verizon-executive-tries-optimistic-tone-in-open-letter-to-fired-employees_id176148

Hold your head high! We are still v-team! see everyone at the 5k next year!

Time for hundreds to go sit in a war room and pretend like it’s the 80’s and we don’t have laptops to support from home. Put on a smile, wear holiday sweatshirts and pretend to be honored when leaders show up or in the case of MD send a video of thanks from Seattle.
Everyone gather for a photo to be shared in the all hands and come to work sick next week from the shared germs. Happy Holidays

Starting an anonymous comp thread.
Not because I’m passionate about it — just because it felt like one of those things where everyone’s waiting for someone else to go first.
So… here we are.

So no one gets doxxed we’ll keep it high level

Org Area: high level
Level: early / mid / senior-ish
Salary Bucket: pick one
• Under 75k
• 75–100k
• 100–125k
• 125–150k
• 150–200k
• 200k+
Merit Vibe: low/moderate/solid
Bonus Range: sub-teens/teens /twenties/other

Here’s mine:
Org Area: Global Investments
Level Category: mid
Salary Bucket: 100–125k
Merit Vibe: low
Bonus Range: teens

Curious to see what patterns people are seeing this cycle.
Not looking for exact numbers — just trying to understand whether this year felt normal… or “normal.”

It can still happen

Off topic, but since this website seems like the only place for vteamers to talk honestly, sharing this here

Does anyone else also feel like volunteering portal is such a sham and a useless activity

Most volunteering activities don’t make ANY true impact. It’s a stupid feel- good exercise so that silly bosses (and some silly employees) can virtue signal that they are good human beings. While making no real difference in the world

At the end of the webinar i felt demoralized and agitated, exactly opposite of what it was intended for, Not sure what they wanted to achieve with AMAs

Morale is in the dumps. Will they do anything to improve it?

Are people going in this week? Not using any PTO, but based on the OOO messages, I’m assuming it’s going to be a ghost town.

How invested is JC et al in monitoring their workforce. Do they do it in-house? If so with what? Or do they rely on MS & Teams n stuff?

Has anyone actually heard from leadership (your boss, VPs, Presidents, etc) about the VoE survey at all?

They published a high-level review of the results and promised to talk about it with us, and here we are months later without a single word being said.

Just walked out of a meeting with a group of “leaders” — directors all the way up to VPs. Everyone’s going around the room giving intros, talking about their orgs, their priorities, the usual corporate spiel.

Then it gets to this senior director, and his intro is literally:
“My job is to follow my manager’s vision and implement it.”

I had to stop myself from laughing.
At that level, you’re supposed to set direction, challenge strategy, bring clarity — not proudly announce that you’re basically an order-taker with a fancy title.

It’s wild how many people get promoted into leadership roles and still operate like junior ICs waiting for instructions. No ownership, no autonomy, no original thought… just “tell me what to do boss.”

And the worst part? These are the folks making decisions that impact entire teams.

Makes you wonder what leadership even means anymore.

The Format

What org do/did you report to?
What level are/were you?
Where others impacted, your team, you boss, your bosses boss?
How did you find out?
Did you know? Or were you surprised?
Are you doing ok? What’s your perspective going into the future?

Will share mine below. Stay strong everyone.

Everyone has a lot to say on here, this is your opportunity to try to force GM to address it. Yes they convert every question to a softball version but if enough people are asking the same questions they’ll have to at least speak to it.

Submit questions in the Slido for the global town hall with GM on Dec 2. You can also upvote other people’s questions.

We’re going to win together so much, that you’ll be so sick and tired of winning.

Seriously though, can anyone take these stupid values seriously? Basically asking us to push harder while they take away any incentives to do so.

Interesting they mentioned the possibility of promotions in January, but nothing about merit increases… unless I missed that?

I think my favorite moment from this year was when Ryan had a Town Hall in Bartlesville so they emailed all bartlesville employees reminding them that they need to dress professionally at work and wear things like shoes.

How about yall?

Do you all get any perks? We're a core team in Brokerage, responsible for one of Abby's three goals flashing on the TV these days. Yet, no team lunches whatsoever. After our persistent complaints, our scrum master (great guy!) organized a Pizza team lunch, out of his own pocket later we learned!

Meanwhile, other perks such as AWS ReInvent tickets, this and that training camps... the leaders are kept among themselves.

Wondering is it the norm or where I am su-ks?

Photo shoots, Pulse Surveys, Volunteering, Reorg Adjustments, Infinite Smiles & Cheerleading & Positivity.... Master these and you are all good.

It began, as these things often do, with a badge scan and a fruit tray.

Robin Vince and the Executive Committee descended upon Lake Mary two weeks ago, bringing with them a whirlwind of strategic platitudes, pre-cleared talking points, and a palpable sense of curated warmth. The site was abuzz. Floors were vacuumed. Acronyms were polished. Someone even replaced the “Out of Order” sign on the espresso machine with “Temporarily Visioning a Better Brew.”

The town hall began promptly, or as it’s known in EC time, at “Empathy O’Clock.” Robin opened with a heartfelt nod to “the incredible work happening here,” followed by a 17-minute meditation on resilience, stakeholder trust, and the importance of “showing up”—which, ironically, most of the EC had not done since the last earnings call.

The Q&A was pre-screened, of course. No questions about layoffs, offshoring, or why the new “Agile Transformation Hub” is just a SharePoint folder with a GIF of a hamster on a wheel. Instead, we heard about “listening deeply,” “leading with heart,” and “unlocking the power of our people”—phrases that sound profound until you realize they mean absolutely nothing and cost nothing to say.

Enter James Legrand, our site lead and resident Zen Buddha philosopher-king of LinkedIn. Within hours, his post appeared:

"Leadership is not a destination. It is a sunrise reflected in the eyes of those we serve. Grateful for Robin's visit and the reminder that empathy is a verb."

What does that mean? No one knows. But it got 247 likes, mostly from new recent new hire analysts and people who also post about “intentional gratitude” and “the ROI of kindness.”

One associate commented, “So true, James. I felt the empathy in the hallway.” Another chapped lips sympathizer fabio-sly replied, “I didn’t see Robin but I felt him.” We’re still unsure if that was metaphorical or HR-worthy.

Meanwhile, back at our desks, nothing changed. The org chart still resembles a game of Jenga played during an earthquake. The “transformation” roadmap is now in version 6.2b. And the only thing cascading is the mandatory empathy training module, which now includes a quiz on “active listening postures.”

But hey—Robin gestured (while admiring his new Rolex). The EC smiled. James posted. And somewhere, a hamster keeps running and more jobs are lost in this heartless and unemotional chaos.

Tom Brady told us we were the best in the business a year ago. Was that fake news? Since then we’ve done meaningful pulse surveys, volunteering, moments that matter such as endless reorgs, had a successful RTO rollout, and photo shoots. We bring our whole selves to work and take guilt free vacations. Our customers love us. And we’re going to win the holidays with our great products and services. Don’t tell me we’ve been lied to!

I want to say that I like and trust EH and think he's what we need. All of that. But comms handing him a card that says the chat was being mean was strange in a way that I think illustrates something. I remember seeing a lot of shock and surprise in the chat, but no one was expressing anything inappropriate I don't think. So them giving him a card and getting him to cry is just odd. What did that card tell him we were even saying?

I think it speaks to a sense across Nike that we can't process things or have human responses to big news. If Comms didn't want shocked emojis in the chat, they should have just sent an email. I'm not saying we're in the "we don't tolerate dissent" zone (yet), but that is the vibe Comms seems to be sending, intentionally or not. If I could tell EH/Comms one thing it would be: you can be shocked at somewhat shocking news and still believe in our mission. We've still got so much of our comeback journey left. It's going to be important for leadership not to confuse being a person with not caring about this place.

I’ve tried to stay on the positive side of this for a long time. It is quickly fading.

Too many initiatives, not enough people to drive them and not enough time to manage people effectively.

When you wake up and dread coming to work each morning, it’s time to do something different.

VZ Fam.. you should watch Season 1 Episode 1 of the Office to cheer yourself up. Its relatable lol

I was hired about two years ago so I only know the cultural under this CEO and CEO leadership. Honest question for those who have been here for a decade or so - how does this culture compare to prior CEOs and leadership team? Better? worse? If different, then how?

Are we ready to give our best 20% effort?

As f5 continues to sink we can turn this around. Go back to hiring people not on how they look but on what skills and vision they bring to the table. How John McAdam did it.

Lack of motivation: Peter states that there is no motivation to work harder because he "don't see another dime" if the company produces more units.

Meaningless work: The film criticizes a workplace where employees are unfulfilled and their work seems meaningless.

Corporate frustration: Peter's frustration is a direct result of a top-down structure with incompetent bosses and a system that punishes mistakes without offering rewards for success.

"I just don't care": This famous line is the core of his argument, explaining that his inaction isn't due to laziness but a complete disconnect from his job's purpose and his company's goals.