#employeeengagement

I realized there is no reward for trying hard. Arriving early and going home late is not noticed. Extra hours and effort aren’t noticed. Still trying so hard. There is no recognition or awareness of all you do. At best they will say something nice but they won’t give you a bonus or promote you. Just do the minimum and stop trying so hard. If they don’t reward it why do it?

Only for non union. Thoughts? They don’t care about us?

To Everyone at AT&T —
Let’s be real: the work you do doesn’t always get the credit it deserves. But when a first responder radios for backup, when a kid submits a college application from his phone because it’s the only device he has, when a family connects across the country on a holiday — that happens because of you. That’s not a small thing. That’s the whole thing.
AT&T has lasted this long because it keeps finding people who actually give a damn. You’re those people.
And you get to do it in Dallas — a city that, like this company, doesn’t apologize for its ambition. Great food, real people, a skyline that earns its keep. There’s a reason headquarters landed here.
The road ahead is real work. But so is the team beside you, and so is the investment this company is making in your future — not as a talking point, but as an actual commitment.
Now go make something happen today. Millions of people are counting on the connection only you can provide

No energy. No details.
Just work faster and harder.

Employer: We are begging you please complete survey.

Me: 🖕

Whenever this years anonymous survey comes out, let’s be honest and give bad ratings, no more good ratings just for sake of it

there is a quick catch up event on our calendar

organizer is the chapter lead with everyone in the team

when will this fu--ing thing be over??

What do u think after the last town hall?

We all know they aren't anonymous.
NOT doing them hurts mgmt more than doing them and giving negative reviews.
NOT doing them en masses makes a bigger dent than doing them and complaining.

What did we think of Meg this time round?

What’s your take on Lattice? Up until two years ago, we had a standard employee engagement survey. But in 2024, the feedback on management was so negative that leadership decided to pause it for a year. Now they’ve reintroduced things under the banner of Lattice—complete with self-evaluations and quarterly goal-setting. Are we digging our own graves?

How soon after day 1 will Honeywell Aerospace do a VOE?

How many of yall actually answer truthfully? Do they really know who submits each survey?

Got an email earlier this week about Macys unionizing. There’s a website and an IG page. What does everyone think about this?

https://unionizemacys.com/?utm_medium=insta&utm_source=ig&utm_content=link_in_bio

Any insight? Discussing a role.

I love coming to the office to see everyone (including me) play on their phones.

A number of HR companies are turning toward AI that applies sentiment analysis to employee surveys.

https://www.theatlantic.com/culture/2026/05/worker-surveillance-emotion-ai/687029/?gift=xFHwB96eiHLjRHiwv84DJGI4m7kA5QUxMmyoB3T8OlU

JOMO - The Joy of Missing Out —is the ultimate leadership flex. * It’s the joy of trusting your team to take "Total Ownership" of the talent lifecycle without you in the room.

Let’s stop rewarding "presence" and start rewarding "impact."
Who’s brave enough to decline that 4:00 PM "update" meeting and trust the team to handle it? That’s the BOLD standard.

#Leadership #JOMO

Wise words from our world class chro!!!

Sitting in AT&T's open office today. No assigned desks. Five day mandate. "Collaboration" is the official reason.
The reality: complete silence. Cold shoulders. Headphones. Everyone either annoyed or running on fumes. The only conversations happening are between people who already knew each other before they got here.

Forced proximity is not culture. It never was.

McElfresh posted about collaboration last week and got 403 likes from 130,000 employees. The open office told the truth he won't.

And for the person who always replies "see you on the commute" congratulations. You've perfectly summarized what AT&T calls culture.

Two hours of traffic. A hot desk with no name on it. Headphones in. Eyes down. And a COO posting about collaboration from a corner office while the rest of us perform presence for a badge reader.

This is what market-based culture looks like from the inside.

I see people bragging that they badge in, have a coffee and leave. That is not return to office and is in violation.

If you want to work remote, that is your choice but work remote with a different company. I go in at least 3 days, some weeks I go in all 5 days.

Shout out to the anonymous posters who give us warnings on internal decisions made by our management teams. I know that there are some trolls who try to dilute the quality posts, but when I identify the well meaning posts, I take them to heart and apply them at work, which has helped me avoid pitfalls. I hope I can do the same if I learn anything key that can help you, my fellow Wells Fargo anons!

Has anyone heard of what happened?
https://x.com/i/status/2049952933144563840

I thought moon lighting was against the bofa politics.

A recent blog post highlighted the practice of "ghostworking." This involves employees doing the bare minimum required for their jobs. Layoff anxiety and burnout are increasing among American workers. This environment makes ghostworking more appealing to disengaged employees. Empathetic leadership and strong company culture can help counter this trend.

https://hrexecutive.com/is-ghostworking-about-to-reemerge-amid-layoffs/

…after completing the GES, employees cannot go back and look at the results from previous years surveys. In fact, only Managers can access it…but only after requesting permission to do so.

I have a dream that one day we will be judged not by a badge swipe, not by a line in a presence report, but by the work we actually do.

I have a dream that we stop pretending five days in an office equals productivity, when we’ve already proven that great work happens from anywhere. That we stop forcing people into seats just to be seen, and start trusting them to deliver.

I have a dream that effort, integrity, and contribution matter more than location. That someone doing exceptional work from home is valued more than someone simply occupying a desk.

I have a dream that we end the illusion that RTO creates culture. Because culture isn’t built by commuting, by sitting in traffic, or by joining video calls from a cubicle. Culture is built by trust, respect, and giving people the flexibility to do their best work.

I have a dream that we recognize what’s actually happening. That people are burned out, that morale is down, and that forcing five days in-office isn’t fixing it, it’s causing it.

I have a dream that we stop measuring presence and start measuring performance. That we reward results, not routines.

I have a dream that the best people aren’t pushed out because they want flexibility, and that we stop pretending five-day RTO is normal when most of the world has already moved on.

Because right now, we’re clinging to a model that’s outdated, expensive, and ineffective.

So I have a dream that we move forward. That we embrace hybrid, embrace remote work, and build a company around outcomes, not optics.

Because work isn’t a place.

And the sooner we accept that, the better off everyone will be.

Like the title says. The current crop is useless. We all love to complain. So who would you want to be leading various businesses and tech? Either internal or external. For internal use the current internal role instead of their names.
IDK what this would do ... I am just dreaming here.

Did anyone notice that OptumInsight only had 5 Super Heroes awarded?

This training is always the derpiest of setups. Flowchart to see what training you do? Must be in training for 75 minutes? Nanny-culture

Our leadership may not be the best but they did pull us out of a difficult situation during Covid and have consistently helped SAP grow to even greater heights. Unfiltered has very low participation. So please participate in this survey as today is the last day. It really helps leadership make good decisions. And the leadership also saved everyone from layoffs as despite all rumors, there was no big layoff announcement. Do not forget to help SAP get to 100% trust in board. After all, we should reward our leadership for the great work they are doing despite difficult macroeconomic conditions and discontent amongst employees who do not want to work hard enough.

The next employee survey (EXI) opens up on Wednesday... just before the axe swings on Thursday, apparently. Don't let the fact get in the way that leadership doesn't really care and hasn't responded to consecutive surveys pointing to the real causes of plummeting morale... Expect more of the same sh-t... "happy talk" about employee wellness. Happy "action teams" that don't really do anything... less funding, fewer resources, more process, less agency and higher expectations...

Trying to figure out if the HR chick who timed this survey is just trolling or what.

Have a friend and former coworker that works in HR and was just assigned to a new project - from everything they've heard, Managers will begin receiving Inconsistently Meets (or worse) ratings if survey scores are down. Thy're trying to see where the boundary line should be, but its going to start close to small team leads and upward to Director. This incudes participation numbers AND overall engagement scores. Good news is that trending #s from prior surveys will be considered however i doubt that is going to help considering how messed up everything is around here!!!
Chainsaw cometh. we've been warned

No one has any faith in the employee survey. No actions are going to come from it.

Part of me doesn’t want to do it but part of me wants to be totally honest. The bad part is the way the survey is written. The questions intentionally don’t get to the actual issues. So much of it is around you and your direct manager. I have a great direct manager who is also getting sc--wed over. I don’t want them blamed for the problems.

They’re closing the HUB closest to my home. Is this happening in other areas too? I wonder if it’s because employees weren’t showing up.

Has everyone reviewed it yet and the changes

Can’t believe we’re doing this again.

"Don't leave negative comments because the message that sends is the employees aren't happy anyway might as well make them come back in 5 days a week" -an excerpt from a meeting with my manager

Leave negative comments, it pi---s them off

Where have those quarterly surveys gone I wonder?