#survey

In the past, after the survey, managers would actually share the results with the team. So how about this year’s survey? Because so far, all I’ve heard is absolutely nothing. Please share if you have heard something about the survey.

I thought it was interesting that the latest survey I received did not ask whether I would recommend BNY as a place to work or whether I would consider leaving BNY for another job. I guess management is worried about the answers that would be given to those questions.

Weeks ago, they sent out an email stating the results would be provided, but of course, nada to date.

This is the hallmark of a very dishonest, disorganized, non-transparent company.

This survey was originally distributed last fall? (it was so long ago I forget when it was), and now we’re almost into June and they still can’t get their act together.

Total disgrace!

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.

I feel like they were once sent out every trimester, results were shared by department GPs, and leaders attempted accountability of results. Is there anything now to hold ELT and other leaders accountable? Or did the results get so ugly that they stopped allowing upward feedback? When is the last time survey results were shared?

Management is harassing us to complete these surveys, but do these surveys actually change anything? I've also gotten mixed messages verbally on whether these are anonymous or parsed out. Is it worth it to be slightly honest on how to maybe help things improve or just keep it neutral. Just trying to maybe help improve things before leaving by EOY lol

Just found out that they drill up to location and grade level on survey results and HR sees even further. Do not take the survey as you just put the target on your back. Anonymous my a-s.

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

UKG stopped surveying since they know the scores would be so low. The whole company is in complete chaos. Constant change in leadership. Most support teams in US have been laid off.
They are decommissioning systems and applications that are being used to support clients because it’s “too expensive”.
July 2026 would mark 2 years of Jennifer Morgan disaster leadership. Will see be out soon?

LinkedIn named Shell the best place to work in Houston! Congratulations Shell!

I wonder how .... just how they could have concluded that!!! Has anyone ever filled out a survey for this? Does anyone know the metrics? Amazing news, but I don't fathom how this can be.

https://www.linkedin.com/pulse/linkedin-top-companies-2026-10-best-employers-grow-your-l243e/

The reviews are going to be devastating when the survey comes out immediately after managers are forced to deliver the SLT messages with a smile and keep opinions to themselves. The messenger is going to get the blame and I wonder if this is by design by SLT for justifying another round. My group has at least twice as many chapter leaders as we need if teams are going to become 10-25 people instead of smaller squads. What will happen to them all?

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

/s

To: Team
From: Leadership
Subject: Organizational Updates Under Our People First Strategy

Team,

We have reviewed the results from the employee surveys shared over the past several months.

The feedback showed consistent themes: a desire for greater stability, consistency, clarity, communication, and transparency. We heard those requests, and today we are responding.

We are announcing another organizational restructuring as part of our new People First Strategy.

As part of this strategy, we will be removing several things employees currently value in order to support progress and future alignment.

We understand that change can be uncomfortable. To address that directly, we will be rolling out 12 major organizational changes at the same time.

More details will follow.

—-

Now you guys finish this memo by adding 12 org changes…

My manager just discussed it - apparently majority of the OT employees think RTO is fine.

I work out of an office but most folks I collaborate with are virtual! It feels unfair.

And yes, I have started applying externally..not out of spite for RTO but because I am ready for a level up financially. The 2% raises are not helping at all.

When is the current employee survey going to start? Do you complete? Does your boss require you to take it even those it’s supposed to be anonymous?

Where would Marathon rank in the employee survey of best Fortune 500 companies if they put it out in 2026?

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

The company probably paid an additional surcharge to the consulting firm to heavily alter the results and put a positive spin on management perception.

Don’t believe the results to be shared.

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.

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?

It’s crickets out there. What’s the feedback? What are we doing to MOVE with URGENCY and address feedback?

I assume we’ve done away with this survey for obvious reasons. Anyone have any info on if they will ever hear our complaints again?

I've been here for more than a few years... I have NEVER seen any meaningful change from these surveys. I also have never had the results sent to me (only managers get it?). As a lowly employee, we get the watered down PowerPoint that management puts together for us to digest. My question is, why do all of the managers go on an absolute rampage about getting 100% participation? Like everything else in this place, it comes off as creepy and weird. Also, to what extent is the survey actually anonymous (if at all)?

This year’s Great Place to Work survey used a restricted participant list. In my memory, in the last a few years, everyone around me anticipated the survey. Is management trying to avoid honest results? Or the company is trying to save money by reducing the survey sample size?

Mattel Quarterly Employee Survey by 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

If you are not happy, abstain from participation. Enough said! Make a statement.

Can you access the link from your personal pc?
I want to do it, but I don't have the access to the network due to fmla leave

Hey everyone I was let today and just want to see if we can get some numbers.
Sorry to all affected we're in the same boat

Roles / TC / Location also would be appreciated

So, I exposed all the management issues in Oracle on my employee survey and was laid off! I know for a fact that it would never happen if I did not do this. But Oracle's management issues needed to be documented, and I've decided not to take this to attorneys as I need to let it go and move on with my career. What I witnessed was harassment, no support for disability issues for my husband and lack of payment for bonuses and career progression/promotion that I was 3x told I was in process for. Oracle's lack of managing talent, promotion and discrimination is intolerable. I will move on to my next role, but I will never go back to Oracle given this experience in my career.

I heard that Accenture doing a "survey" and may takeover GNT / Engineering soon. Anyone heard the same?

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.

Be homest how many of us really want to get RIF we this point? I mean 100% seriously, not just joking around saying it. I do! haven’t yet told my AD, as I’ve seen it make no difference because AD will always pick the low performers over a strong performer that’s asked for it. They do what’s best for them only.

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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

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.

Why the WAEM survey is done immediately after the performance harassment cycle , when people are already dealing with the stress of ratings and calibration. Each year, management highlights a few focus areas, but after the results are announced, those topics rarely surface again in team discussions. Given the current cost‑cuttings activities why this one continues? Just don't do it and save money