#employeesatisfaction

I've been thinking lately about how I feel about the possibility of layoffs, and I realized something that surprised me. I'm not scared anymore. In fact, part of me is actually kind of hoping it happens. I genuinely like what I do, but Honeywell has gone out of its way to make everything harder, more complicated, and less satisfying. If getting laid off is what it takes to get out of here, I think I'd actually feel relieved. What does that say about a place that some of its employees feel that way?

There’s no better way to celebrate independence than at Verizon, a great American country that has granted independence to thousands of employees! From our former CEO, former President of Consumer Group, former CHRO, former Chief Communications officer, former President of GN&T, 2 former Presidents of VGS, 5k VSP takers, and 13k and counting riffed Vteamers - there’s no shortage of independence from Verizon to celebrate. We are a winning team, and I’m honored to follow such great leadership that powers and empowers the way we work, live and play as we play to win. Simple matters! Better matters! And we are truly the best. The results speak for themselves. Verizon is the very best of America. Proud to be VZ!

You would have to be very limited in job experience to think Dst was a good employer. I hear people reminisce about the good old days. They are wrong. Security guards walked hundreds of staff out the door and fired them as staff showed up for work in the morning

Hearing talk of 2 rounds in July. One this Thursday and one on the 16th. Hearing 8-12k employees being let go. All teams but retail is going to get the worst of it.

How much did folks get ? Band, %?

I am in the higher ed dep, so we usually get "significant impact" merit increase equating to 3.25% of salary regardless of performance. Has this percentage changed for this year? I guess we will find out from our next paycheck.

Do you think there is any value in Pulse Survey?

Nothing seems to change.

Things are even getting worse the more we complain.

CDW isn't what it used to be. Worse culture, worse pay, with constant cuts on top of it. So why do you stay? For me, it's health insurance. That's the only reason.

Centene are you freaking serious???? Sending out surveys asking for our opinions right now??? You don’t care about us and leaving us in limbo for weeks not knowing what to do or expect and you send out a satisfaction survey. Please save your time and maybe update your staff on the VSP and if what you expected to take it has vs has not so maybe we will have a better idea of what to do. Shove your stupid survey up your butt.

I read this forum and it seems like everyone hates this place. But I don't. I'm not thrilled with the uncertainty, but I genuinely enjoy the work. I hope I can keep doing it. Is there anyone else out there who feels the same?

They are a failing company thanks to their own doing. Offshoring to India is going to run it into the ground even more. All they care about is the money they line their pockets with. There has been a steady and steep decline to every company that GP touches- in all realms. Profitability, benefits, work life balance, employee retention and satisfaction, etc.

Why wouldn’t gp cut McKinsey loose at this point? It’s known that consultants throw spaghetti at the wall and hope something sticks. But thus far, nothing has even marginally improved by retaining them.

I certainly hope gp is shopping around their vertical markets to sell to keep gp afloat. I do not foresee gp being around for much longer at the rate things are going

Well said, @bm+1kt6r66mv.

I still haven’t been assigned the "Advisor" role but maybe EM HR could take a break from whatever it is they think they’re doing and actually focus on the mountain of harassment, as--ult, and misconduct complaints piling up every single day. Or, bare minimum, learn how to handle onboarding/offboarding without turning it into a circus. It’s honestly embarrassing at this point.
Meanwhile, you all seem to have endless time to post and comment nonsense on this site. As if paying your little pets to flood Glassdoor and Indeed with glowing fairy tales wasn’t enough, now you’re suddenly uncomfortable when people start revealing the dark truth and exposing dangerous individuals (initials, names… the whole thing).

Up vote for yes / down for No

We had stale cookies one day and another day popcorn. Another office in my area had half a sandwich per person. Why even bother it feels like an insult honestly….

I tried to get the reward for today's drop at 3:01 EST and it failed after entering all my details.

I am like is it reward or hunger games??

Who would waste time doing this??

Anyone else felt the same ?

I started filling this survey out even though it’s requesting your ID. Funny they’re basically asking, do you want higher deductibles that will allow for higher merit or keep it the same. Like either way they’re going to take from one thing to give it to another. It’s insulting. The way it’s set up is to show allllllll the benefits they give us. In reality most Fortune 500 companies offer the same. Travelers offers pension , stock incentives and 20% higher salaries. They know this …

Does anyone actually enjoy working here anymore? I used to like my job but now it's not worth it. The pay is not keeping up and management is even worse. Don't even get me started on all the cuts.

This used to be a place people wanted to work. Good projects, good reputation, and good future. But now it has turned into a dead end for so many people. Nobody expects to grow or learn or advance here anymore. When did we turn into that kind of place?

Did your team see the data yet? Mine did. I was expecting much worse, but it looks like people generally approve of their supervisors ("Supervisor Leadership" and "Supervisor Follow-through" scored above 80%) while "Workspace Productivity" and "Work Simplification" were sub-60% or so. Everything else was in-between, with "Employee Satisfaction" scoring in the mid-70% range.

As usual, there were no direct questions about ELT performance and there was no historical trend data provided. (The questions change every year anyway, as do the composition of individual teams.)

What was your takeaway from this? Personally, I think the scores were shockingly high and will be used to deny the case for change. On any given metric, Chevron employees are more happy than not.

I’ve never seen so many coworkers checked out at the same time. After the way this year’s gone, it’s hard to feel supported, valued, or even wanted here. People aren’t talking about growing with the company anymore, all they’re doing these days is comparing job postings.

I love survey time of the month. It’s hilarious that the company asks us each and every month about how we feel about them. Do they take it seriously? Absolutely not. Do they use it to weed out people who come forward to section and claims managers? ABSOLUTELY!!!

But I want to point out how hilarious it is when you answer the questions about why it’s so stressful and why you don’t want to come into the office e more -!it ends with ‘you are least satisfied with Strategy.’ Really?!?! The strategy is to grind us into oblivion. I can’t believe I’m saying this but bring Tippy back. Least Tipsord wasn’t blind to the need for work life balance…kind of. D1 injury in particular is the most likely to make you crash out from mental exhaustion and it’s very clear they don’t give a flying F!

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Humana uses forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

We barely have layoffs anymore. Yes, there are PIPs, but if you're good and a high-performer, you have nothing to be worried about. Frankly, I've never felt safer here than I do right now.

Significant change in culture and employee satisfaction. A few extremely poor leaders out in leadership and department head positions and everyone is job scares, anxious and unhappy. CEO change and the domino effect afterwards was a big part of it. Sad, but at some point the cancer will be identified and removed

Another quarter another canvas for VSB candidates here in the west with no surplus ever being declared.

F you HR people. Just offer ESRO across the board.

So uhhhh…are we not going to talk about this? Results were atrocious. We think anything is going to happen or a lot of hand waving and being told we should appreciate our jobs?

Has anyone else’s 2026 RSU grant been awarded yet? My compensation statement said it would be on May 29th. I’ve not received any emails regarding accepting the grant.

Does it take a few days? Maybe I’m not recalling the timeline correctly.

Wow, stock right now at € 168.80 / $ 181.79.

There is no need for CK and DA to lay off people now. Looks good for all of us.

On a scale of 1–10, how much do you actively hate DXC as your employer?

1 = "I wake up weeping but I still log into MS Teams out of sheer muscle memory."

2 = "Every internal email banner triggers a violent somatic response. I have thrown up twice during global town halls."

3 = "I don’t even care about getting another job anymore. I have transitioned into pure, unadulterated spite. My only career goal is to remain on payroll long enough to watch this company default on its office leases."

4 = "I have accepted that this is purgatory. I no longer look at my bank account or the calendar. Time has lost all meaning."

5 = "I am using DXC paid compute landscape to mine crypto as a side hustle."

6 = "I actively feed wrong information to the project managers just to watch the client panic on the weekly sync."

7 = "I am deliberately missing high-severity SLAs, letting tickets rot in the queue to trigger financial penalties big enough to default the company."

8 = "I am actively injecting ransomware and destructive malware into the core delivery pipeline, ensuring our entire environment is completely unrecoverable by morning."

9 = "I am actively feeding my client counterparts the exact internal audit trails, contractual loop-holes and falsified billing logs they need to legally terminate their contracts with DXC for material breach so that I can burn DXC to the ground from the inside out."

10 = "I am actively dropping production databases and deleting backups during peak hours, purposefully disrupting client infrastructure so this entire entity finally collapses into bankruptcy."

I’m curious to hear honest and objective opinions from others about why so many employees seem unhappy at Truist. What is it about the employee experience that feels so negative? Is the culture at Truist actually worse than other banks, or is this just how banking is everywhere now?

To be fair, Truist did help me gain valuable experience in a field where I wanted to build my career. For that, I’m grateful. But looking back, I honestly feel like it would have been better for my career if I had stayed only 2–3 years and moved on.

From my perspective, long-term growth and advancement opportunities here seem extremely limited. Leadership constantly talks about “upskilling,” “career development,” and “training,” but in practice there are very few promotions or meaningful opportunities to advance, at least in my area.

I’ve been in the same role for years now and feel completely stagnant. I’m no longer learning or growing professionally. At this point, it feels like I just log in, do the work, check the box, and move on with my day.

What’s concerning is that I’ve become so complacent that the idea of being RIF’d almost feels like it would be a positive because it would force me to move on and try something new while collecting severance. I’ve never felt this disengaged in my career before.

What makes it worse is that many people on my team who have been here a long time seem mentally checked out as well. The overall environment feels stagnant and low-energy.

Interested to hear from others, what do you think drives the negative employee experience at Truist? Is this unique to Truist, or just the reality of large banks today?

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.

Fear of AI is at an all-time high. Not fear of a Skynet-style superintelligent singularity seizing power, generally speaking, but of something perhaps just as horrifying: that life under capitalism continues much as it always has, with one key difference — AI has made human labor obsolete.

A new survey by consulting firm Mercer polled nearly 1,000 executives across the United States. A jaw-dropped 98 percent of them said they have major organization design changes in the works around AI, while 99 percent expect AI will lead to layoffs over the next two years.

The Mercer report, first covered by TechSpot, also found a collapse in worker wellbeing as talk of AI dominates break rooms. In 2024, Mercer worker’s sentiment found 66 percent of employees surveyed said they are “thriving” in the workplace. By 2026, that number had fallen to just 44 percent.

At the same time, the number of workers who report being “unsatisfied” has skyrocketed, with over 20 percent of workers surveyed admitting they’re “unsatisfied but… don’t have a choice at this point and will be staying for the next 12 months​.”

How human resources managers plan to combat this workplace fatigue — symptomatic of a rapidly decaying labor market, not to mention stagnant wages across the board — is equally alarming. In the next two years, 49 percent of HR professionals say incorporating worker sentiments with behavioral data will become “critical” to managing labor on the job. A further 44 and 43 percent said the same of always-on surveillance platforms and AI chatbots, respectively.

To the business owners and corporatists of the world, this is the point of AI: to discipline human labor. That’s the large-scale economic process by which capitalists undermine workers’ bargaining power, through systemic mechanisms like debt, the so-called gig economy, unemployment, deskilling — and, according to some theorists, even the nuclear family.

In the workplace and outside of it, AI boosts these mechanisms, eroding workers’ power to demand change or even hold onto basic concessions like healthcare and pensions — labor rights begrudgingly pried from corporations after decades of workplace struggle.

The technology doesn’t even need to be particularly effective to achieve any of this. Business leaders like Shopify CEO Tobi Lutke are already using AI to squeeze more value from their workers, while venture capitalists use it to pry equity back from theirs. In some cases, managers are even using AI chatbots to decide who to fire.

In all, the picture is pretty grim. The richest men and women in the world have made it abundantly clear why they want AI. The tech may not be living up to their wild expectations quite yet, but they’re still unleashing it without hesitation. The only question is how workers respond now, before that hellish dystopia we all fear becomes our reality.

https://futurism.com/artificial-intelligence/99-percent-ceos-workers-ai-survey

You may now understand why employees' dissatisfaction at Dell sunk and will keep sinking.

I've been at several companies over the last 20 years, and I've been at 3M for the last ten.

I used to be able to enthusiastically say that 3M was the best place I've ever worked.

I guess that's still true, but not the 3M of today.

This place has gotten bad, and it continues to get worse.

Before I quit two years ago, I remember it taking 15 minutes just to log in every morning. To say the place was a mess would be an understatement. Not to mention, the whole Genpact deal destroyed already low morale. I was so happy to leave it all behind. Have things improved at all since then?

High performer with excellent performance assessments, but I can't do it anymore. Staff cuts have us at bare bones. We do not have the staff to do even an average job anymore, forget about excelling. All we do it jump from one fire to another, a little here and a little there, trying to satisfy everyone and actually not accomplishing anything. Client satisfaction is not even on the radar. Job satisfaction is non-existent. I'm done.