#employeeengagement

Participation is optional. Answer any, all, or none of the questions. Totally anonymous.

Pinky promise.

Dell Quarterly Employee Survey
By the VP of Sarcasm and Irony

1. On a scale of 1 to 5, how excited are you to provide feedback that will be carefully reviewed, summarized, ignored, and filed away forever?

2. How confident are you that leadership already knows the survey results before you submit them?

3. Which follow-up action do you expect after this survey?

A. A thoughtful action plan
B. A vague email about “listening”
C. A slide deck proving engagement is up
D. Another survey asking why survey participation is down

4. How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

5. What is the main purpose of this survey?

A. Improving the workplace
B. Measuring employee sentiment
C. Creating the appearance of concern
D. Supporting someone’s promotion packet

6. How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

7. If this survey leads to action, which action is most likely?

A. More meetings
B. More dashboards
C. More corporate language
D. More reminders to complete the next survey

8. How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

9. Which phrase would you most like to see retired from the survey results email?

A. “We hear you”
B. “Actionable insights”
C. “You spoke, we listened”
D. “We are committed to transparency”

10. Would you recommend this survey to a coworker?

A. Yes, if they enjoy performance art
B. Yes, if they need a break from real work
C. No, but I’ll forward the reminder anyway
D. Only if leadership completes one too

I lifted this off Mattel's board as it was trending, I am claiming no credit but I do find it funny.

https://www.bloomberg.com/news/features/2026-05-20/ceos-at-novo-nestle-push-work-cultures-into-results-mode

"Now that the latest Colleague Engagement Survey has closed, it is important to reflect on the strategy behind it. Evidence suggests that these 'colleague engagement' tools are increasingly being repurposed as diagnostic filters for layoffs.

• Treat Surveys as Legal Documents: Do not view these as 'safe spaces.' Anything you wrote can and will be used by an algorithm to assess your 'retention value.'

• Identify the Push: When leadership becomes obsessively focused on survey participation rates with multiple VPs and Directors badgering staff for 'opinions', it serves as a critical RED FLAG for an impending organizational 're-alignment,' signaling that they are gathering the necessary paper trail to justify a workforce reduction in the next 8–16 weeks. This predatory use of feedback doesn't just destroy morale; it marks a total collapse of corporate integrity, proving that the company views employee honesty as a liability to be exploited rather than a resource to be valued.

#WorkplaceTransparency #CorporateCulture #EmployeeEngagement #JobSecurity #HRTrends #LeadershipWarning #CorporateIntegrity #TheSurveyIsATrap #LayoffAlert #ToxicWorkplace #RedFlags #ProtectTheWorkforce #WorkplaceRights #EmployeeRights

A good project for a long holiday weekend would be to create FIS Bingo cards. What are the endless terms, names, even phrases that have been used to beat employees to death in meetings and emails. Or meetings that should have been emails. Go ahead, do your worst.

Where is everyone? I thought we were all 5x8 RTO. Maybe all took vacation.

Cool inspiring events last couple of days. A window to what the best of Nike is all about. And what's possible.
Serena was freaking awesome. Authentic, empowered and empowering... she's the GOAT alright.
Wanted to note some positivity going into holiday weekend, so it's not all just bi--hin and moaning. I'm guilty of that as much as anyone else on this forum. But also want to show gratitude. Phil's email was a call to action but also a road map to greatness.

Anyone else take issue with the ‘motivational’ video shown at the last town hall?

Our CEO really woke up today and said, “You know what will inspire the team? Mike Tyson vs. Buster Douglas.”
So now all of us watched a heavyweight upset from 1990 like it’s a mandatory corporate TED Talk.
Nothing says “Q2 synergy” like a grainy VHS quality uppercut.

To be fair, the message was supposed to be about resilience, grit, and “getting back up when you’re knocked down.” But here’s the thing: Mike Tyson isn’t just a boxing legend — he’s also a man who was convicted of se-----y as--ulting a woman. That part matters. It’s not a footnote. It’s part of the real story, and it deserves acknowledgment, especially in a workplace where safety and respect for women aren’t optional values.
So yes, the Buster Douglas upset is iconic. Yes, the metaphor could have worked. But maybe — just maybe — there are motivational examples that don’t require HR to brace for impact.
In the meantime, if next week’s “inspirational clip” is from Tiger King, I’m calling out sick.

The company can pull images from flock cameras. Heres a website for anyone curious how often license plates are pulled and how much access this and other companies have to this data that is for sale.
https://haveibeenflocked.com/

What was the Trust in Leadership score this time? I didn't see it in Gina's email. Did it go up or down?

9 Simple Ways To Recognize Your Team

(The stuff that’s not in any handbook)

1/ Stop Micromanaging Them
→ Trust is the ultimate recognition.
→ Hire smart people—then let them work.
→ Oversight ki-ls ownership.

2/ Promote the Competent, Not the Loud
→ Results speak louder than self-promotion.
→ Reward outcomes, not volume.
→ Quiet excellence deserves the spotlight.

3/ Give Them True Autonomy
→ Treat them like adults.
→ Let them decide how they work best.
→ Freedom fuels performance.

4/ Pay Them What They’re Worth
→ Money talks louder than pizza parties.
→ Certificates don’t pay bills.
→ Fair pay is real appreciation.

5/ Fire the Toxic Performers
→ One bad attitude drains ten good ones.
→ Protect the culture, not the culprit.
→ Removing them lifts everyone else.

6/ Don’t Be a Je-k
→ Decency is rare leadership currency.
→ Respect costs nothing.
→ Kindness compounds influence.

7/ Give Them Time Off (and Mean It)
→ Burnout isn’t a badge of honor.
→ Disconnect means no Slack, no guilt.
→ Rested teams outperform exhausted ones.

8/ Listen to Their Ideas
→ Ask, pause, and really hear them.
→ Implementation proves respect.
→ Listening drives innovation.

9/ Publicly Give Credit (and Take None)
→ Celebrate their wins loudly.
→ Success is theirs—failure is yours.
→ That’s real leadership.

Recognition isn’t a bonus. It’s a culture and culture decides who stays.

Is it completely anonymous or does is it a little more descriptive like- “one person scored 1 on question 1”

Our staff meetings are a joke. A lot of words, no substance and acting like everything is great. How are your “leaders” handling your teams staff meetings, given nobody knows Dan’s master plan?

Listed SS as one of the top companies to work for. LinkedIn has SS as the best workplaces to grow. Well...there you go. We all know the truth.

Anything good come out? Unable to attend..

Needs Improvement's raised: 0
Meeting Expectations raises 2 - 4
High Performer raise 5 - 10

Not sure how accurate these numbers are but here a video for insight
https://youtu.be/mqsPJqDOKT0?si=EmZjAZZwYRhAUqla

Link: https://www.youtube.com/watch?v=V-I3QAckLjI

Just curious

Company has joined other major corporations in implementing a mandatory 5-day return-to-office (RTO) policy, which some view as a strategy to encourage voluntary attrition essentially a "soft layoff”.

Recent reports suggest that the number of employees choosing to leave following this mandate has been lower than expected, leading the company to evaluate additional measures for workforce reduction. These potential "other options" may include involuntary separations, employee engagement responses, or "hard layoffs." While the company continues to monitor office attendance as part of performance reviews, there are currently no specific details on which business units will be impacted or the exact timing of further restructuring.

#RTO #Workplace #Career #CorporateLife #MandatoryRTO #CompanyCulture #QuietFiring #SoftLayoffs #EmployeeEngagement #WorkLifeBalance

so sick of every tom, di-k and harry reminding us to complete it, been here 20 plus years and never had anything good happen from that stupid survey
another waste of time

funny how hard they would push them and now they've been quiet about it for almost a full year

Prediction: An executive posts from the World Cup. “The energy here is unreal — this is why in-person matters.” Forty-eight hours later, a calendar invite lands on a teammate’s screen. HR. No agenda. The post has 347 likes and counting.

I joined last year, I am kind of surprised the there is so much pride associates have to stick around in company for 20-25-20-25-30-35-40 years!

In my first 6 months, when I met somebody or when they were introduced, there was no mention of their achievements, work or success or role .. it was always .. achievement is "she/he has been here for 10-15-20-25-20-25-30-35-40 years" lot of them are in the same role or team for at least 10 years!

It's been so helpful when managers explain processes in this debacle. It's a risk for them to do so, but it is much appreciated. The struggle here is real, your perspective is invaluable.

This site is a potential gold mine for management, assuming they genuinely care about understanding what employees are thinking. Reading this board gives a pretty clear view of what is happening inside the organization, though I could be wrong.

Management should identify the main themes being discussed on Layoff.com and measure engagement around them, then do the same on LinkedIn. Combining those two data points would likely provide a much more accurate picture of what is happening on the ground.

The board should require executives to do this instead of relying on sanitized surveys that get massaged beyond recognition.

Food for thought.

It's been interesting seeing where these newly hired people are located.

Nike increased women in VP+ roles from 39% to 45% and minorities at Director+ level from 26% to 36% between 2021 and 2025. Considering how few senior leader roles open up each year, that’s a big change in a short time. Has the company become stronger because of it? Would Nike be in an even worse position if it hadn’t invested in DEI?

Let's see how deep we go today

Managers don't care about their teams, they just assign work at the last minute and nitpick every little thing. Employee engagement is basically nonexistent, and we've got layers of middle managers who contribute nothing. The disconnect between our teams in different regions is huge, and nobody seems interested in fixing it. They send out surveys asking for feedback, but nothing ever changes, and the town halls are just performative. Then there are layoffs. I don't know a single person who's actually happy working here. Some people are comfortable, sure, but happy? No.

I know all the negatives, but I can't think of a single positive.

Amid the whole RTO mess and morale being as low as I can remember, we are named one of the best companies for culture in the country. It would be funny if it wasn't so sad. We're 19th, in case you were wondering.

https://www.forbes.com/lists/employers-culture/

Those LRed, would be blocked and wouldn’t be allowed to join.

If you participate, share your summary for others who would be blocked.

Looks like employees manager level and below will have to start logging their activities for a “time study.”

Well, just wondering what else folks think..

Jack_Attack! has like zero charisma.. Like 0. After a few meetings seems like we hired a dud, like dud dud. Anyone else have thoughts? I just don't feel any enthusiasm or like this guy could usher everyone into a life raft on a sinking ship if his life depended on it.

At least re-Joyce loved Schitzcreek! <---- but she was still a cheerleader, and a dud.

My group hit rock bottom and we keep digging.

I don't think I could care less about work if I tried. Which is sad, because I was one of the highest performers on my team.

One of the panelists (an upper manager for another group in a suit and tie) told all of us “this is a pretty cool place to work for. This is pretty cool.” I responded “yes-if I was making your money I would say the same thing.” People laughed and so did he. We shall see.

What's everyone's thoughts on being pushed to participate in Copilot usage programs? Seems like we are being asked to train the AI before the next RIF while being offered "space exploration stickers for our logbooks" for our participation. I am not kidding.