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Reading through the survey, it seems like they are trying to pay attention to morale.
Curious - what prompted this 180? Is attrition higher than they wanted? Are high performers leaving? Anyone have a pulse on the ELT?
Respectfully, why do they care if we’re happy to work here? They didn’t care last year. Seems like the new org is chugging along exactly as intended - standardization & attrition.
It feels like we've hit rock bottom.
Let’s see how this goes!!
Did everyone take their 10 minute survey and let management know how swell everything's going? Love the continous gaslighting from 1st level management to cull the remaining workforce that they could not get rid of. Lumen, the AI informers, were forced into another contract to get the NetCo sale pushed through regulatory approvals. They will use the remaining workforce, for the next 3 yrs, until they quit, die, retire or shut the lights off on themselves! Oh, and there will be layoffs along the way. They are not marketing, offering any NEW product and all of a sudden care about the "few" customers out there that really need us... yet talk about strategic abandonment based on Financials that we do not even have a grasp of yet! But let's go everybody, why are you not excited with the New GCO org and all the great things were planning? Silly Lumen, you gave away all your influenced employees with the recent sale, now your left with the seasoned veterans... let the games begin
For those who worked through the late 1990, what's one thing you're glad younger folks won't have to put up with?
I remember printing out hundreds of pages just to review a document and having to track changes by hand with a pen. The paper cuts alone were brutal. What other dinosaur era work habits are you happy died off?
Right?!
I tune in, do the least I can, stop exactly on time. Some days I do nothing. And those days are getting more frequent.
The market is rough if your skills aren't current. That's just the truth.
Let’s all be sure to tell them what we really think. I mean, surely they’re gonna care to hear from employees. Right? RIGHT??!! 😝
Work life and adulting can feel terrifying if you try to control everything, especially if you are early to middle phase in your career. Continue to do great at your role, irrespective of larger organizational challenges. Take care of your health and family. If you can, mentor a newer employee to give you a sense of legacy. After all is said and done, it is what you are remembered for that will linger.
Highly encouraging everyone to ask the real questions during these "Ask me Anything" and "Purpose Corner Lives". Even if they don't acknowledge the questions, teammates see it. It means more than you know.
There’s a noticeable disconnect between leadership and the day-to-day reality for teammates. We hear about the company’s strong performance, major personal investments, leader's new homes, and international travel. At the same time, many employees are quietly struggling to keep up with basic expenses like groceries, gas, rent, and utilities.
People want to feel that the company’s success includes them, not just something they’re told about.
RYAM held a company wide meeting on Wednesday April 15th titled “RYAM Uplift” with goal of uplifting employees hearts and minds. The meeting quickly jumped off the rails when it was clear that leadership had no plans on actually taking questions via the provided Slido app. Employees grew concerned over the poor leadership under former CEO DeLyle Bloomquist who was outwardly hostile to employees on numerous occasions. Questions around the third in a string of fires at RYAM largest facility in Jesup, GA was a hot topic as it impacted spending coming out of their annual outage. Overall sentiment among employees is that leadership is out of touch with employees at the plant levels.
Kind of eerie how slack has gone silent, meetings are canceling, parking lot is sparse and there is no work going on.
I would think it wasn’t a great idea for the new tech leaders to announce layoffs 2 months ago with no timeframe or updates since. That type of blunder alone that caused such low work output should put them on the chopping block.
Yes yes to those of you working 80 hours a week, you’re amazing. We see you. You matter.
Verizon is currently conducting time and motion studies:
Time Study: Measuring how long a technician takes to complete an install or repair (e.g., "30 minutes for a router setup").
Motion Study: Analyzing the steps or movements involved to find the most efficient way to do the work with the least amount of wasted effort.
GPS & Telematics: Tracking "dwell time" (how long a van is parked at a customer’s house) to see if the work matches the scheduled duration.
Planned vs. Actual (PVA) Reporting: Comparing how long a job should have taken versus how long it actually took.
Breadcrumb Trails: Seeing the physical route and movements of a technician to eliminate "dead miles" or inefficient routing.
Labor Standards: Setting realistic quotas for technicians so they aren't overworked, but also aren't idle.
Customer ETAs: Providing you with a "the tech will be there between 1:00 and 3:00" window based on real-time data of how long previous jobs are taking that day.
Cost Reduction: Identifying where time is being wasted—such as a technician having to return to the warehouse because they didn't have a specific part (a "motion" error).
I have been with the company for around 15 years and have yet to receive any actionable feedback or coaching. I must be a rockstar right? My assessment results have varied wildly but I have never been below VG. I am not a hipo. It is extremely frustrating to receive feedback that cannot be actioned such as your role is limiting your assessment outcome and get a new role.
People at my area, secure, with same people , picking same desk are now coming in Friday. Leave computer on over weekends, come in early Monday.
The 2 days on weekends count
Brilliant system by USBank
Earth day eh? They encourage people to to leave laptop on all day and drive to work
How many workers received VOICE SURVEY link? I am guessing only REMOTE workers received it.
Who all got the survey? I’m sure they’re not going to like what a lot of us have to say.
In 2024, when we were hybrid, I used to be genuinely happy going to work. I was energized, motivated, and excited to contribute to the largest telecommunications company in the United States. But after nearly a year and a half of the five-day return-to-office mandate, I feel completely drained.
Every day is a battle — fighting traffic, searching for parking, and then scrambling to find a desk. To make it worse, people schedule meetings during my commute, which makes no sense.
Back in 2024, I felt bright, energetic, and enthusiastic about the work. Now I feel like Squidward, doing the bare minimum just to get through the day. Whenever I am asked to go above and beyond or deal with some ridiculous request, my response is basically that I am commuting or that I will get to it once I can actually find a desk. The whole thing feels like a joke.
To make matters worse, everyone on my immediate team and in my department seems endlessly enthusiastic about chasing more wireless and fiber gross adds. Maybe some of that excitement is real, but a lot of it feels rehearsed. I look around and see people acting energized and engaged, and it is hard not to wonder whether they actually feel that way or are just playing the part. Honestly, the only place I ever see people expressing what this experience really feels like is on this site. In person, people seem scared to say it out loud. It often leaves me feeling like I am the only one being honest about how exhausting and demoralizing all of this has become, especially because I am overshadowed by so many coworkers who seem enthusiastic about their jobs and about taking AT&T to the stars.
PORTLAND GUY DAY:
Show up between 930 and 10 as a group. Almost everyone wearing sunglasses in the office like complete tools.
Immediately take a coffee break in the Cafe with the entire group until 1015-1030.
Take an hour lunch 12-1.
Leave between 2-3 PM.
Just received an email saying i've been selected to take the Pulse Survey.
HARD PASS
Let em have it!
Can you believe they post just a few days after the lovely HR email.
There is a link to ‘Highlights of investing in our people report’ and even a video. Exxon cares
Prepare now. The official word will be passed down shortly for a dramatic increased requirement for Connect Week attendance come September. NO ONE on my team (FI) or others I run into in office feel that connect weeks benefit them at all and I’m sure that is one reason why it’ll be put into place. Forcing senior people out? Dragging morale even lower? Flexing hollow upper management muscle? What have you heard?
In most organizations, you will typically find two groups of people. Those that are desperate to lead and those that are not interested in leading. Most times, your best leaders are in the latter group. The question is, how do you convince the latter group to want to lead?
Based on the previous goal of 11 days, we needed 132 days in office a year. To hit over 60% we now need 158 days. But, that doesn't include PTO, right? In order to get a month to require 11 days it needs to have 18 eligible days. Based on the maximum number of days each month, you'll need 34 PTO days to get back to 11 per month. Best of luck!
I have heard that a very high up person basically confirmed to some people that they have plans to bring everyone in 5 days a week starting this fall. Has anyone else heard this?
There is absolutely no reason to go above and beyond.
If you want more money, switch jobs.
If you want more time and freedom, quiet quit.
Cisco seems to be unable to distinguish between overachievers and people who put in 10 hour weeks by clicking the right buttons at the right times.
Whats the point of taking on more than you can get away with ?
I’m legitimately curious why the pendulum has swung so far to one side. Pre-covid we had balance and trust, and now we have neither. Instead of going back to balance they’ve swung to micromanagement and rigidity. What actually is fueling the need for such strict expectations and absurd tracking measures? They say they care about morale but then micromanage us like we are children.
And as an aside, we all know the timing of the latest TTUS survey just before this announcement was strategic in every way. Get those numbers up before they plummet again!
I’ve been trying to get healthier this year by eating more fresh fruits and veg, fewer processed foods, and being consistently active throughout the day. I find that my legs feel better when they’re moving throughout the workday. Does the CLT office have any treadmill desks or walking pads available? My last employer had walking desks that you could book, and I have a walking pad at home. Great for those Zoom meetings where you need to focus but don’t need to talk. Get 2k steps in off camera. TIAA has always been about promoting healthy lifestyles for their employees! Hope there are walking desks I don’t know about for the 3-4 days I’m here for 9 hours at a time.
One week away from reorg. Attitudes and employee effectiveness are in the dirt in Permian OPs. How’s everyone else functioning?
Hey fellow Vteamers! I am really proud of us for completing our Google AI professional certificates and posting about it on LinkedIn for attention and praise. It’s a monumental achievement in showing to the world that we play to win by completing another company’s training materials! When my kids bring home their participation awards, I show them my AI certificates and we celebrate our accomplishments together. AI unlocks EI and makes us amazing humans. This will save us from layoff risk and differentiate us as superstar thought leaders. Yay team!!!!
Received an invite to an “employee hypercare” session and the only reason I can think of is my peakon comments. Anyone else had this?
Employee morale is so bad and stressed out that the leadership need to bring a therapy dog to make employees feel better.
Also, because of the above point, we are stopping measurement of the employee pulse score until morale improves.
Finally, we are going to delete your-voice slack channel because the leadership team is tired of you whiners.
Just got an email to complete. Read the room Oracle where is your compassion? How likely will they read|take my comments, do these go into a black hole.. Geesh
Long time Dell person here (20 years). I'm looking at applying for a job with AWS in Austin. Curious what the culture is like. And I get it...one devil to another. But I am single income house and need to afford to live and save. And for what it is worth I am okay with going into an office 5 days a week. Just curious how it's done at AWS Austin.
Some questions:
Are desks/cubes assigned?
Do cubes have walls at least?
5 days on-site or hybrid?
Do they track badge scans openly? (Dell does...created a tool for us too)
What is the review cycle like? Annual? Are there bonuses tied to annual review? What do percentages look like?
Anything else I should know?
Its awfully quiet on here. . . . where did everyone go? Is everyone emotionally exhausted from last year?