#survey

Does not doing tell dell after manager negatively ?

curious if it’s same as giving them bad scores ?

Has everyone reviewed it yet and the changes

Can’t believe we’re doing this again.

Where have those quarterly surveys gone I wonder?

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.

Any thoughts on this? Can the anonymity be trusted or should I wear three layers of VPN to fill it out?

Can anyone locate the results for "When Sr. leaders say something you can believe that it's true"

Absolutely no point in taking the survey or participating in anything Chevron related. Its a completely dead company so who cares. Back to operation bare minimum effort!!!

Is the blue pulse truly anonymous?
Lets say they get all 0’s for most ratings, do they listen more to that feedback or off with her head?

Not that I have faith we’ll see the results, but if we did, I wonder what the majority of responses would show. Are most people unhappy? Is it just certain functions? I don’t feel like anyone I talk to is satisfied with where this reorg has taken us but that’s such a small sample of the larger CVX population.

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??!! 😝

Voting neutral is acceptable and recommended, if the question is a decline from last year.

Watch Ford management jump on this post. Lol.

Who all got the survey? I’m sure they’re not going to like what a lot of us have to say.

Anyone know if answering the pulse survey in a less than positive way result in being marked for termination? Kind of feels like a way to identify workers who aren’t “aligned” …

Just received an email saying i've been selected to take the Pulse Survey.

HARD PASS

The glint survey is out. Time to fry management. Not that they want the truth so why bother with a survey!

Don't take the Tell Dell survey. It's a waste of time. They manipulate the feedback anyway plus it's not anonymous. Too many stupid people at Dell who still think it's anonymous. It's not.

There's a new survey called FU-K Dell! Take that one instead.

You've heard it every year, "if you don't give a perfect 10 then it might as well as be a 0", so take them up on this!

I have given Dell a 0 for the past several years, in hopes it will bring change. Instead they continue with rolling layoffs, pay cuts, mandatory RTO, rotating and incompetent executive leadership, and micromanaging direct management. A far cry from what it was like a couple years back.

The past 2 years have been back-to-back double digit declines in overall eNPS. They say they listen so make your voices heard! I will be giving Dell a 0 and will be my first year also giving my manager a 0.

Context: 6 years in sales, RR

Disclaimer: Responses are anynomus but managers can and will read responses. Consider typing out your feedback then having ChatGPT reword it so it's harder to trace back

How? I’ve commented before that I am fully aware that these awards are bought and paid for. As in the firm has a whole apartment deck to applying for these awards every year in a massive budget set aside to start writing the check for the applications. But I do also know that they supposedly randomly send emails to a certain number of home office associates as well as field associates. I cannot imagine if this was true, that we would’ve made this list at all given the last year, much less number 21 — now I’m going down the rabbit hole trying to figure out when the surveys were sent? I’m thinking it HAD to be before the ISPs actually started getting announced in August? This is just absolutely not reflective of the culture today.

https://www.edwardjones.com/us-en/why-edward-jones/news-media/press-releases/edward-jones-ranks-21-fortune-100-best-companies-work

Lots good comments here but leaders may not see them. So put your feedback in annual employees survey. It is anonymous and official.

I was laid off two weeks ago due to organizational changes in our area. However, I later heard from a former coworker that our Director became aware of a negative Glint survey I had submitted, where I expressed concerns about our team being understaffed and overworked. I also noted that I hadn’t been receiving sufficient support from my manager.

I heard our Director has been intentionally searching for the people who have been bringing the reviews down

We have a 64% completion rate and the survey closes on Wednesday.

If they don't reach 70%, Cisco gets excluded entirely.

It's best you don't do this survey at all, rather than voting negatively and getting us over 70%

Is it more effective to answer the TTUS survey or to skip it altogether?

Also, they say the survey is confidential, but they never say it is anonymous, which makes me less likely to want to tell them what I truly think.

Anyone think Steve B leaving has anything to do with survey results? Everyone fill the survey out as scathingly as me?

Is it anonymous?
Manager levels up referenced my global survey response to me but did not mention my name, he complaint about that person who wrote the bad review and saying that person should resign.

Aren’t we around the time of year when they roll out the survey? After last year’s debacle it doesn’t look like it’s happening.

We had an internal survey and a lot of us were honest about everything, including management. A few weeks later, several of us were laid off. Funny how that worked out.

Had a manager briefing call today, and they were very evasive regarding questions about anonymity in regards the survey. The anonymity questions was raised by multiple managers in fact.

Tread lightly would be best.

1. Do you agree that the information contained in the database associates your name with your survey responses? If so, then by definition it is NOT anonymous.

2. Do you agree that the unique link helps ensure that people don't take the survey twice? But in so doing, do you also agree that the unique link is also stored in the database, which associates your name with your survey responses? If so, then by definition it is NOT anonymous.

3. Do you agree that Dell could retrieve your information if they ever needed to for things like legal discovery, etc? For example, if someone said something really stupid like made a threat or something, which has happened before. If so, then by definition it is NOT anonymous.

4. Do you trust Dell HR and/or Dell leadership?

True anonymity severs any PII between the user, user ID, employee number, etc., from existence. It never creates it in the first place - i.e., no logs, no db entry, no links, no memory, nada. That's not the case here by virtue of the way it is created, distributed, and stored.

As to whether the 3rd party who manages the survey would give up that information, that's an entirely different discussion altogether.

But it is NOT anonymous by definition, End of Story.

When are the employee surveys coming out? I have a Band 3 that deserves ZEROs across the board. A good majority of my team is on LOA because this Band 3 is insufferable!!

Rumour is they are going to do an employee feedback survey. Is the current thoughts and views and morale and feelings and challenges and of the vast number of employees not very obvious? Another crazy idea from crazy KK lady.

Is there any good that comes out of the One Voice survey or is it one of those 'going the motion' things. And nothing comes of it.

I filled it out today and in good conscience, could not give very many positive marks.

i don't trust my manager and in fact I would love a different one. No training, no opportunity for advancement or to improve oneself. In fact, just the opposite. You're intentionally blocked or side-railed at every opportunity by those above you.

Mileage may vary depending on your position and location within the organization. So I can only speak on my particular situation. My area offers career su----e as the only opportunity.

PSA ... if your manager is a good guy/gal Try not to sc--w them with poor scores !
Save them for Excom members !

Anyone have any insider knowledge when the next (not so-anonymous) survey is happening?

The climate survey should be handled by an independent third party, with results shared transparently with employees. Currently, employees are pushed to participate, and there is no clear breakdown of results or visibility into improvement actions. In all-hands meetings, the data is presented positively, which does not reflect the actual work environment.

The official currency of “collaboration”

Backed by real assets:
• Badge swipes
• Commute exhaustion
• And that one empty desk you finally found at 9:17am

Consensus mechanism: Proof of Presence.
Work done from laptop at home = imaginary.
Same work done from laptop in a loud, freezing open floor plan on a Teams call = shareholder value.

Utility features include:
• 100-mile daily commute burn rate
• No assigned seating battle royale
• “Collaboration” with a team scattered across three time zones
• Logging into virtual meetings… from the office
• Productivity throttled by noise and fluorescent lighting

Tokenomics:
• 5-day mandatory lockup (upgraded from 3 after “listening to feedback”)
• Top talent automatically migrates to competitors
• Remaining supply consists of people too tired to update LinkedIn
• Missing McKinsey culture survey results exist on the chain

Whitepaper highlights:
“Culture through compliance”
“Trustless architecture”
“Results secondary to attendance”
“Loyalty is dead-dead”
“Macro conditions responsible for everything”
“Market-based Mayhem”

Mining rewards:
• Pizza slices
• Wellness webinars
• Inspirational emails about resilience

Quarterly earnings integration:
Solid metrics = proof the model works
Stock down double digits since mandate = totally unrelated
Buybacks at higher prices = visionary capital allocation

Roadmap:
Phase 1 – Announce bold future
Phase 2 – Double down
Phase 3 – Talent drain labeled ‘normal attrition’
Phase 4 – Strategic reset

Final Act:
🚨 Executive liquidity event 🚨
Golden parachutes unlock and Rug-Pull.
$COLLAB insiders exit at peak compensation.
Employees left holding five-day lockups, commuting bills, and coffee machine credits.

$COLLAB Coin — because if we can’t measure value creation, we’ll just monetize misery.

Diamond hands required. Remote wallets permanently banned.