Below are all the posts — topics as well as replies — that mention the hashtag #feedback.
Mention #feedback in your post to continue the discussion!
I had to laugh.
"AI produces gains where tasks are structured, feedback is quick, and performance is measurable. It does not magically fix bad management, muddled processes, or poor judgment. "
Sooo...who is going to tell Derek Flowers?
https://thehill.com/opinion/technology/5892858-ai-workplace-divide-careers/
Any word on if there’s going to go thru with in in New England? Should be soon, the higher ups are in for a surprise if they do. A lot of good talent will be leaving from what I hear..what a joke, let’s make this like 2005 and put these managers in the spotlight and talk about their cr-p numbers that we can easily look up. I can see director and above but individual managers !? Bye bye verizon for many if this happens
is when the regulators start looking at how employers ignore honest feedback from AI.
better keep those records.
Why is it that I always get some job that I didn’t ask for and that I don’t want? Nooone ever explains to me why the job is a good next role. Has been happening for 20 years now.
What program do you use frequently that has a terrible user interface design? Our time writing system is just terrible. So many clicks and pop up windows. Very unintuitive.
A good project for a long holiday weekend would be to create FIS Bingo cards. What are the endless terms, names, even phrases that have been used to beat employees to death in meetings and emails. Or meetings that should have been emails. Go ahead, do your worst.
Does anyone else ever imagine how much better this company would be to work for if Tim Welsh would have replaced Andy?
Everything is urgent. Cost is all incompassioning. Technical engineering excellence is non existent and unimportant. Add more trackers and layers of weak yes men management.
Since when did they start making hourly employees do the KOF? I thought it was only for the salary positions.
Knowledgable others feedback
Is there a way to disable the stupid Bny default background. Having to reset our background every 20 minutes is annoying, wish they would let us at least have windows default backgrounds at least. Who the he-l wants to look at the pillars as their background.
Let the fun times begin cause it’s almost upon us. Who wants to place bets that we will see a repeat of last year with falsifying ratings so they can terminate people based on bogus performance? Then Robbie can look amazing for saving the bank millions without saying how
What was the Trust in Leadership score this time? I didn't see it in Gina's email. Did it go up or down?
What is the point of the feedback? Im so over getting harrassed about that sh-t and half the people requesting it or it assigns to you i dont even know.
Our staff meetings are a joke. A lot of words, no substance and acting like everything is great. How are your “leaders” handling your teams staff meetings, given nobody knows Dan’s master plan?
Listed SS as one of the top companies to work for. LinkedIn has SS as the best workplaces to grow. Well...there you go. We all know the truth.
What you guys think?
Needs Improvement's raised: 0
Meeting Expectations raises 2 - 4
High Performer raise 5 - 10
Not sure how accurate these numbers are but here a video for insight
https://youtu.be/mqsPJqDOKT0?si=EmZjAZZwYRhAUqla
Rule #1 "Walmart employs staff on an "at-will" basis. This means that, legally, both you and the company can terminate the employment relationship at any time, with or without cause, and without advance notice." So here's the policy for a associates and this should be on the cover of the associate benefits book for all new hires, not page one, not in the back of the book, not in the fine print, but on the Cover. Everything else in that book is void see rule #1. The associate benefits if packed full of rules and policies but since rule was is always in affect, the rest of that book is more of religion Walmart wants followed and regardless if it is or isn't, see rule #1. They can claim rule #1 is only in rare cases, yet when anyone questions the actual reasons for their terminations, see rule #1. Performance above everyone else's and terminated? See rule #1. You spoke your mind because they said be honest and they wanted true feedback and was terminated? See rule #1. Followed procedure and reported harassment or unfair treatment but was terminated? See rule #1. The point is, the whole employment with Walmart is an absolute ridiculous joke.
Ford AI: Hi, how can I help you?
Me: Show me 2026 Bronco Inventory
Ford AI: Error. I'm having trouble getting that information. You can try again or come back later.
Me: why did it take so long to say "I have trouble getting that information" :). What is my closest dealership?
Ford AI: Error. I'm having trouble getting that information. You can try again or come back later.
Me: what is my closest dealership
Ford AI: Here are some links that may be relevant to your search for the closest Ford dealership:
Locate a Dealer
Find a Dealer
Me: Just tell me the name of closest dealership
Ford AI: I can provide you with links to find your closest Ford dealership, but I cannot tell you the specific name without knowing your location. You can use these links to locate a dealer near you:
Locate a Dealer
Find a Dealer
Me: Ok...here is my zip code.
Ford AI: Please use the following link to locate a dealer:
Locate a Dealer
GEMINI:
Me: what is closest ford dealership
Gemini: You have two very convenient Ford dealerships nearby depending on which direction you are heading.
The closest options are:
Address: 5555 Paseo Del Norte, Carlsbad, CA 92008
Address: 420 N Emerald Dr, Vista, CA 92083 (Located in the Vista area)
funny how hard they would push them and now they've been quiet about it for almost a full year
The shills or trolls (doesn't matter which) who keep posting the "we're growing! everything is awesome! the people we laid off deserved it!" BS are just trying to bait us. If we stop engaging with them, maybe they'll get bored and go away. The best way to push back is to downvote and move on.
This site is a potential gold mine for management, assuming they genuinely care about understanding what employees are thinking. Reading this board gives a pretty clear view of what is happening inside the organization, though I could be wrong.
Management should identify the main themes being discussed on Layoff.com and measure engagement around them, then do the same on LinkedIn. Combining those two data points would likely provide a much more accurate picture of what is happening on the ground.
The board should require executives to do this instead of relying on sanitized surveys that get massaged beyond recognition.
Food for thought.
For the Devon side - this one should sound familiar. “Many managers actively avoid confrontation or honest feedback because it requires emotional maturity. Rather than doing the job they are paid for, these individuals let problems fester until they become so disruptive that higher-ups mandate cuts to clear out the bloat”
How honest are we being this year with regards to feedback at BNY?
I'm usually extra generous when it comes to ratings but this year i find myself being brutally honest and people don't seem to be getting good scores at all (i'm blaming menopause)!!
What got people on the list vs what saved them? There’s one person my team - haven’t seen them in the office. Another person in a different office within commuting distance but never goes in.. neither one was on the list. Each has other issues - unresponsive, argumentative, harassment - so yeah what got you on the list? Has to be more than no more Agile framework.
Am I the only one feeling that the NetIQ has terrible interface design and is terrible to use?
Cengage (and all textbook companies) have a major culture problem. These aren’t serious people. Everyone outside the companies talks about it.
What they deem as productivity measurements are distractions disguised as productivity. Constant Slack check ins by managers with emojis like a parent checking in on their children, the million Slack channels that are created, the utter useless salesforce boxes that have to be checked- and they wonder why they have stagnant growth. Teams Meetings that could be emails where everyone is in the chat sending gifs, getting asked immature d-mb questions and they want you to put your answer in the chat. Absolutely NONE of these items drive growth or productivity. It’s a culture of immaturity that are checking boxes that make them look like they are working and contributing. The hours wasted are immeasurable.
Everyone knew Slack was a massive distraction and doesn’t drive growth or sales 10 years ago. It should be used for acute things, not on the daily. Always behind the curve.
I know all the negatives, but I can't think of a single positive.
Any word on this being reverted? Do they actually care about our attendance? What the heck is going on and why wont they talk to us.
Is it me, or is EJ making absolutely terrible experienced FA hires? I have met a few and most have not brought over significant assets and probably were on their last leg at the firms they came from.
One actually said that they joined EJ because of Moneyguide. Not to service clients better - or for better options to grow a practice - and certainly not the culture. Simply because the firm uses MG.
Another one I met makes odd comments in meetings (totally off topic) and appears to have some personal hygiene issues (the type you smell).
Like, what is happening? Is this just hiring to keep Chubak happy? Or is this the best the K-Mart of wealth management can hire?
any Vteamers want to chime in? Feel free to express your concerns or complaints?
honest and real feedback wanted!
Well, just wondering what else folks think..
Jack_Attack! has like zero charisma.. Like 0. After a few meetings seems like we hired a dud, like dud dud. Anyone else have thoughts? I just don't feel any enthusiasm or like this guy could usher everyone into a life raft on a sinking ship if his life depended on it.
At least re-Joyce loved Schitzcreek! <---- but she was still a cheerleader, and a dud.
Watched the SAP Sapphire keynote. Embarrassing.
Speaker after speaker, palpable stage fright. Forced enthusiasm, unnatural pauses, reading slides like middle school presentations. You'd think a $30B+ company would invest in actual public speaking coaches, not just PowerPoint designers.
How you say it matters more than what you say. Every awkward "game-changing!" inflection ki-ls credibility faster than a missed quarterly target. Audiences aren't stupid. We see the anxiety. We feel the disconnect.
This wasn't visionary leadership. It was a $500k production budget wasted on executives who can't connect human-to-human.
Fire the presentation trainers. Hire actual speech coaches.
SAP sells trust at enterprise scale. Start with your keynotes.
Thought it was just another troll post on this board but it's mid-May and there's no mentions of mid-years on Teamworks. Are they really not happening?
They have been completely useless for years now. Try to remember the last time we learned something useful from a town hall. I can't and I doubt anybody else can. Just ignore them. They're nothing but a waste of time.
I've been unemployed since Cisco showed me the door in the last round and I'm starting to question everything. I see job postings everywhere, but I'm not sure any of them are real. I apply to five or six a day. I've done this for months. I've gotten maybe a handful of responses, all rejections. And every rejection is the same generic form letter. No feedback, no explanation, nothing that could help me improve. Just sorry, moving on with other candidates. If they're not actually hiring, just tell us. If I'm doing something wrong, tell me what it is. The silence and the mystery are making me crazy.