Just like the title - can't wait for the employee surveys. Everyone needs to submarine the cr-p out of these surveys and score so low that BOFA starts to actually panic they lost the employees for once. Take pride in scoring the lowest you can and bonus points for the best comments.
19 replies (most recent on top)
I don't know how they do it, but I know that if you mark the survey with low ratings and/or negative comments, you are putting a target on your back. Your direct managers can figure out who said what. The surveys are a fishing expedition, nothing more. Don't take the bait.
The best response to the survey is not to complete one. Responses are not transparent and actions are discretionary. By not completing one will save you some time and does not increase stress on you. It also tells upper management that surveys are ineffective when a vast majority stops doing them. Low scores will be expected with nothing will be done about them. Why would management care about morale when they do not need the number of employees as before. It is just a game from year to year to them.
Score it super low for RTO, no raises and sh*tty bonuses
They are NOT anonymous, even if your direct manager doesn’t see the name of the respondent, they can usually figure it out. I never give praise nor give grief on them, and my required comments are nothing more than a punctuation mark. It’s always “3”, neither agree nor disagree. They are utterly useless and serve only to cause YOU more annoying “bank of America” time. Usually in the manner of id--tic meetings to discuss concerns, yet nobody has the guts to call out the REAL reason why the low scores…..the PAY!!
I may have been the only one who scored my manager perfectly last year. Shortly after that i was treated like dog sh-t for the rest of the year.
Even if more people don't take the survey they're just gonna lie about the amount of people who took it since we don't actually see the data.
Those surveys are meaningless
agreed with previous comments, definitely not anonymous
my manager stopped giving bonus & merit increase since my last negative review in 2022. year end review is always meets/meets regardless of the hard work
I recommend you just quiet quit and find a new job- they know whose results belong to who with the ESAT
Agreed - silent protest is safer.
most of what y'all hate is capitalism pure and white. the markets agree that the people who lead the biggest banks are, indeed, the best to do the jobs. but I agree with many of you that the 'pay for performance' performance, cronyism, Bostonianism, and overall dysfunctional loyalties and town halls are felt by us as stale, complacent, and disconnected from our realities....best to vote with your wallet and your feet, as already contemplated - and if you want to hold some BAC, hold it only in your 401k not retaining your RSU for long.
what has always been most shocking to me is when (and what the herd why) BM decided to make a press campaign out of touting that 'we don't do layoffs anymore' - you ki-led the small amount of motivation that any of us had left. why not save yourself the productivity and hint at it for the shareholders and analysts in other ways? why publicize like that, like what strategy is it? and when you say that, your only inevitable option is to force quiet quits and/or do microscopic RIFs
@f2+1jkvdf4ag Petty but I love it 😂😂
It is pretty confidential/anonymous... however, management gets spreadsheets -- all "anonymous", but if the team is not too big, pretty easy to figure out who said what.
I asked HR to give me a cut by Band.
Then a separate cut by Region.
Team is not too big, so pretty easy to cross-reference and geo-locate.
that said, I was particularly evil one year and copied the same words, phrases and syntax of the emails written by someone on our team who I can't stand (none of us can, but is a favorite). I put all my comments in their voice. (ok, hate me, but they really are a j@rk.)
Did not see any retribution but likely depends on the leader.
re:
"Another consideration - it appears the offshore satisfaction rate is generally much higher than domestic associates."
OF COURSE it is!
In my experience, they were regularly tasked with working on the actual "engineering and design" tasks on team while US workers were relegated to the "bullsh <3it jobs" type cr-p like "get this info together for an audit." "Do this meaningless paperwork."
Another consideration - it appears the offshore satisfaction rate is generally much higher than domestic associates.
The population of offshore is growing compared to onshore.
The survey is anonymous to your direct manager but not completely confident the others up the chain or HR don't know who submitted them. Nonetheless, they know which departments and teams submitted bad reviews because it's tied to your manager.
Can't prove it but believe they punish those teams or departments leaving bad reviews. Never seen anything good come from it and only bad if I am being honest.
I'm like the others, don't take it. They only care about the overall participation rate. Each year they harass people to take it and quote those numbers during the townhall.
This company doesn't give a rats azz if you give them a low survey. This company is run by a bunch of out of touch morrons. All they care about is satisfying the stockholders.
As much as I like the sentiment of your idea, it makes no difference what anyone says on those surveys. Brian and company will continue to get their massive compensation on everyone's back and laugh all the way to the bank. They don't care about you or me. They just don't care about what you have to say. It's sad but true.
Everyone boycotting the survey would probably have more of an impact. They don't care about negative responses. Heck, I'm sure they are expecting them. All they care about is the participation rates and "D&I Index" (whatever that is).