Our mgt team basically tells us to give good marks - so they don’t want honest feed back & mgt doesn’t change anything for the better based off these surveys anyhow, so I’ve been ignoring them
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Unsubscribed from p-e con 2 years ago. Noone approached me about it
Will you get in trouble for not filling it out?
Honesty and at BNY Mellon? This must be a joke - you will have a job only when you lie - no one is looking to change their ways looking at any suggestions or comments - this is just an eye wash! If change has to come the entire management has to be thrown out - starting from all new hires in executive cadre last two to three years have to be pushed out and started afresh!
Managers can read the comments and know who they come from. I know this because my manager thanked me personally for my comments!
Subaccounting group has been told that we are the most negative group in bny. The peakon survey requires 7 or above to be rated as positive. Everyrhing else is negative. Even if you are providing honest answer, if it is negative, managers are held accountable. I was told that we must give positive answers. This proves upper mngt does not want to hear actual feedback.
Best part was that OST meeting two weeks ago we were shown live peakon data. Hood was negative. He doesnt like hearing that his 1500 IT people are not happy.
I heard many cases where an employee wanted to talk to the manager but they never accepted or gave time And chucked them out - all these open door policies you only hear in town hall or in executive meetings - in reality if you are honest and hard working you will be soon thrown out !
Don't even fill that sh!t out.
A few CEOs back our leader was known to call individuals directly and challenge their comments in free form survey fields. So much for “anonymous surveys”. Best advice is probably to stick to the multiple choice and the agree/disagree questions and skip the free form comments.
I was very honest. I doubt it's confidential, but at this point I don't care.
DISTRUST. This company doing evil deeds and asking for workers’ opinions. Really?
The problem is that usually it is the manager saying to the subordinate "we need to talk". And 15 minutes later you are out on the street with your severance documents.
Nothing will get done.
Healthy companies don’t need employee engagement surveys. If an employee has a problem, they walk right up to a manager and say, “We need to talk.” And something gets done!