My opinion is that the goal of surveys is certainly not to help them diagnose problems that need to be worked on in order to improve culture. In fact, I don’t even know if it’s in their interest to improve it nor if it's even possible to improve it now that some things have gone too far and that only radical changes could bring improvements.
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@2sij+19ZFKNxi, I'm convinced those annual surveys are not confidential. I'm sure they know who wrote what comments. That's why it's better to ignore them because they are lying to you. Being truthful in those surveys could have negative affect on your job security if there is such a thing.
The diversity push is such BS, they only do it because they have to in order to make believe they are making an effort to comply. In the end it's all about saving face and continue that boys club culture! You got to fit the profile, otherwise it's the same old things in corporate America. Add a couple of people of color to upper management to satisfy their quota. This company is truly headed on a downward spiral at an incredible speed. Get out if you can, there is no loyalty in this firm. Less work and more brown nosing gets you to the top. Sad, very sad state of affairs!
Annual??? We're talking about weekly peakon surveys.
The annual survey is confidential in terms of not attaching names. However, results do trickle down to the front line mgmt along with the comments. so is quite easy for managers to identify you.
They don’t want to improve the culture, they want a good story to tell.
We do a survey, we care, we listen.
Yada yada yada.
Anyone that tries to do something decent gets the snack down.
These surveys are all bs as nothing ever changes. Added the comment at the end saying we all need better raises as we are working harder than ever esp since last year. Let's see how quickly I get a BE for that as we all know how "confidential" the responses are.
It is most certainly a forced rating system. I am a former manager and was told that 10% of our staff / job categories had to be rated as a below expectation.
I do see now that these forced ratings percentages are published as a "guidance". However, the fact is that most managers are required to hit these numbers, and do so in the most unfair and demeaning manner like rotating the BE from year to year, dumping it on someone with no warning or mention of an issue in the mid-year review, saying that they had no choice, etc.
Regarding the person who said they don’t post the percentages of the different forces rankings: they do. Search around on MySource social a bit and you should easily find it, I also found it on the standard MySource page as well. Extraordinary and Exceeds Expectations is 15-25%, achieved expectations is 60-70%, and Below Expectations and Unsatisfactory are %10. Of course these are guidelines for managers and they have some discretion in modifying the numbers, but this is what they ask them to stick to per all the published guidance in the internal public domain.
They have a culture of dishonesty. For example: why doesn't the HR department clearly disclose the practice of forced ratings? "x% of the workforce will receive a below expectations evaluation each year." Regardless of performance, a specific number of associates must fail.