Results from the employee engagement survey Enbridge earlier in the year are starting to flow out to the various business units and functional areas. I’m getting the impression that senior leaders are not taking the poor results seriously because they think it’s a product of the integration, not something in their control. What do you think? What is one thing Enbridge could do to garner higher scores from you next time?
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LOL! I really have no idea why I even look at the Yammer, but there's usually a half a dozen "give us an example of..." or "give us an idea for..." posts at any given time, so the company would probably go bankrupt if they gave decent prizes haha. Not sure if it was company wide, but someone also tried to start a "Safety Bingo" game right after that pipeline blew up, ugh. Given how bureaucratic this company is, I wonder if these lame ideas to all the way to AM for approval? "As per your feedback Al, we'll pay for the pizza party but absolutely no name brand pops, and the employees need to bring their own chips!"
$20 amazon gift card drawing for your idea to save the company thousands, hundreds, or even millions of dollars. Sounds pretty reasonable eh?
Meh, I don’t think posting an alternative action plan on thelayoff.com is an effective use of my time. I have no problem giving my feedback through official channels and will do that, for what it’s worth. Generally though I would say there are a number of fundamental issues that have made employees - on an individual basis- worse off than they were pre-amalgamation. A few people benefited from the restructuring with promotions and opportunities they didn’t have before, but that is not the norm. For most of us, our careers were set back a number of years and there is a lot of frustration about that, as well as other “basics” like job titles, compensation, and various other policies rolled out under the banner of “consistency”. These more basic grievances don’t ever seem to be talked about seriously because our BU seems to have the attitude they can’t be changed...but I call b—s— on that. Has anyone actually tried? Show me the proof. If you want us to respect your leadership and rate you higher, VPs and the EVP need to fight for us, be on our side. I do not get that impression now and that’s why I gave you poor scores.
What would you suggest?
They shared action plans for my business unit (EGI) yesterday. The plan for my department was all stuff that is either already complete, already standard (IDPs, having documented accountabilities for roles - lol), or was already planned before the results came out. The way it was written gave the impression it was developed on the fly during a meeting and then sent out without a lot of thought or reflection. So action plans are a good idea in theory, but don’t get your hopes up. Oh, most of the “action items” were communication related, to which just underscores previous points about Enbridge thinking they can just spin their way out of anything, and that senior leaders think the issues are a matter of employee perception/education. Kind of insulting.
Give us the full results along with an action plan to solve the problems addressed by the employees, not just lip service. Accountability starts at the top!
If you cut people and not work you have less people doing more "variety" of work. It makes people less efficient then it just becomes a grind and people are starting to burn out
In what way are PLs qualified or being prepped to mediate the engagement/diversity discussions? I do not feel confident that these are going to help improve things.
You would look like c-ap too if you spent billions only to have your pipeline stopped by the governor of mn, and had another line about to be shut down by Michigan. Don’t forget the gas company you bought has c-appy pipelines that explode all the time. Anybody else think Al has had enough?
I would have to agree with the comment about HR staff looking used up and, I would add, frazzled.
But those poor folks are not alone. When I look at the senior leaders in this company, they look burnt. Like their nerves are shot.
Not healthy looking.
Haha, no, I'm actually deeply offended by that :P
Everyone in HR looks used-up and seconds from jumping out the the window. HR is also about hiding and spinning problems, not about dialogue. HR belongs on the boondoggle post, not this one haha
The initial poster’s question gives me the creepy feeling it was posted by someone in HR.
Hire diverse people who have diverse ideas and let them speak up without fear of being fired.
Enbridge has lost this quality and the company has downgraded as a result.
One thing is for sure, the solution isn’t more god awful podcasts. Haha
“...devote as much time to fixing things as they currently devote to spinning things,”
I love this line from below. It seems this company spends a tremendous amount of time spinning, trying to control the narrative, or vilifying the question/questioner rather than address the issue. That is unproductive and continually erodes trust.
Seeing same thing. What happened with REWS on your end?
Compensation is a big issue. I think they realize that, but their response was to try to “educate” employees with their recent Understanding Compensation sessions. This was an epic fail and just p-ss-d people off more than they already were... or at least that’s what happened at EGI. I guess if I could suggest one improvement, it would be to devote as much time to fixing things as they currently devote to spinning things, LOL. Do that and you’ll start to see trust and engagement improve.
I agree with that! Career development is kind of a joke too. Even if you do manage to work your way up a few levels, the titles are such jokes, it doesn’t feel like any progress is made. People don’t crack the champagne at the thought of spending 10+ years to make their way into a “Team Lead” role- lol. I don’t understand why Enbridge doesn’t fix their ridiculous job titles. It wouldn’t cost them anything, has no downside that I can see, and every employee would be happier.
For me it’s compensation. You attract and retain better people. In turn positive things happen. Right now the push is innovation labs etc., if you have talented people that stuff would naturally happen. I’ve seen the quality of people drop off considerably in the last few years and several of them would have stayed had they been paid there worth. In turn others have had to pick up slack (or worse stuff just doesn’t get done) which gets frustrating and keeps our culture in the negative tailspin that we’re living through now.
Supervisors should be the ones eliminated. They hire for positions that don’t even have any work for the employee to do. Supervisors don’t want to ‘lose the position.’ Employees sit there doing nothing. Welcome to Enbridge
The culture blows, and that’s unfortunately hard to change. If they could do one thing though, I think they should remove the “manager” level and have the front line supervisors and team leads reporting to directors. The manager level does nothing other than push paper, slow down decisions, and download work to the front line people leaders. We neee more doers and less “overseers”.
A good start would be treating employees with respect. I have had 3 interactions this week where I am in amazement at how I have been treated as an employee. Thank-you REWS, you were my winner! When is the next survey?