Is management allowed to require that you complete peakon surveys weekly and make it part of your performance plan??
Could this be a tactic for management to meet their goal of encouraging employees to take the surveys to increase response rates.
22 replies (most recent on top)
Looks like they saw this....no Peakon today. Hahaha
Am I the only one that completes the survey for my own amusement? I know what questions to respond to for a triggered response by one if my managers. I don’t even care if they assume my identity. What can they do about it? Cut my merit increase that is already below 1%? Is it a coincidence that I just yawned?
For those asking, Peakon is being used in the recently merged Global Ops and Technology division. Not sure if its in other areas.
Very badly rolled out on the Ops side but what isn't? My team generally don't complete it now, we said our bit.... We need more staff and we don't feel pay is fair... So why keep banging on. My immediate bosses are good, company isn't.... What can we really change via survey responses.
They claim to be anonymous but if you hover over the person icon on the comment in the peakon app if someone leaves a comment, you can figure out the management line. If you have less than 10 people on your team you can figure it out. Managers always talk in meetings guessing who said what comment, etc. so, either make a comment and risk your manager’s retaliation, or just keep your head down and don’t say anything negative.
It seems management is using a generic response for these surveys. If everyone is getting a reply such as "I'm available to discuss" or "would like to talk to you" then it's obvious that these surveys have no merit in being anonymous. Managers are essentially telling employees to reveal themselves before their feedback is considered. This company and tactics deployed by management has completely eroded trust and devalued feedback. I advise against completing any and all BNYM surveys.
The name is just awful in of itself. "Peakon"?? should be "Peek On".
I think it's pretty obvious what to believe. Your name is not on it but management has access to the answers. The only question is at what level the answers are rolled up based on location, job title, age, s-x, etc. And it's likely not a high enough level where your answers are anonymous.
After reading the comments, I don't know what to believe as to whether they are anonymous or not. Part of me cares, part of me doesn't.
I've gotten some of the "would like to talk to you" responses as well as many of the "thanks for sharing." My manager's manager has replied with a novel on a few occasions. Just a bunch of company line babble.
As long as they keep cutting staffing and dumping the work on others without more pay, these surveys are completely pointless.
What divisions are doing Peakon surveys? I don't think there have been surveys in my division.
@Ktmj I think they're on a brief hiatus until the middle/end of April. I remember last week's survey saying it'd be 20-some days until the next survey. I'm not sure why though. They're probably too overwhelmed, and dare I say surprised, with all the negative responses so they need a little breather.
Are they still using Peakon
@2lzh+19TYyAdq - the email was via Peakon. There was no reason to respond because I had raised all these issues in other 1 on 1's in meetings over the past year and a half, so what is the point of beating a dead horse. My (and some co-workers in my team) only avenue of resistance has been to just keep working the way we've always been working, and if that doesn't meet our new lofty goals, then too bad.
Manager acknowledges, her manager acknowledges....his manager skips .... and she is the highest level in the building. Then, her manager acknowledges. See where the issue is
Are they doing the Peakons anynore?
Was it a direct email, @2hxv+19TYyAdq? I got an email from my boss's boss's boss once but it was via the peakon app and just said he'd like to talk. I never contacted him because I'm sure he just wanted to make excuses and convince me I was wrong.
Who do you expect to not "allow" management to require that?
The first time I responded to one of these surveys and actually provided some written comments (harsh, but true), I was shocked to receive an email from my manager at the time with a message of "I am available to discuss this if you wish." Luckily I wasn't too personal in my criticisms and there were about two dozen people under this manager so I'm pretty sure my identity wasn't apparent.
The next time I responded (about a month later) my team had a new manager of only about ten of us so my comments could now probably be traced to me... But I am of the attitude now of "I don't care" what kind of red flags my comments might raise. I'm sick of putting up with my salary falling behind with insulting merit "increases" that do not even at least keep pace with inflation. Not to mention the attitude of management seems to be let's pile on extra duties but don't pile on any extra compensation for doing so. I don't have plans to retire for about six more years but right now if I was let go I could probably manage with part time work until then and make it fine to full retirement age. If things don't change at BNYM I would WELCOME a layoff and the almost one year of retirement benefits I would collect...and if the new COBRA extension kicks in, too, that would be a double FU to BNYM.
If you are provided with a link to the survey and advised not to share the link with colleagues, then it most definitely is not anonymous. I've not seen the one that you're referring to in particular, but I've seen enough of these "pseudo-anonymous" surveys dished out to ensure that I'm careful about what I say.
The management team is spending more time trying to figure out who wrote what vs the actually results.
I agree with below- they know the issues and if they wanted to makes things better they would. Have they ever made one change based on the employee engagement survey - NO. They aren’t going to start now.
It’s more impactful to NOT complete the survey then to complete it with the truth.
They are not anonymous. They may be pseudo anonymous to your manager, but not your managers manager or above. Honesty is the best policy always. Remember that. However, if feedback is negative, then it could contribute to a potential thorn in your managers side. If you really need/want to keep your job by staying on the good side of your manager, follow the advice of if you have nothing nice to say, don’t say anything at all. It’s unfortunate but true. If they really wanted to improve culture, then they would have really started a long time ago. But speak the truth even if it is a negative if you have the courage to do so. Perhaps someday it will help somebody. You never know.
They're only anonymous in the sense that your name is not directly tied to the comments or ratings. Managers, however, have ability to sort the responses for their team by gender and years of service. Not too difficult for me to determine which submission belongs to each employee on my team. I do have a smaller team of only eight employees so it may be easier for me than managers that have a larger staff.
In theory they're anonymous so they shouldn't be able to figure out who is doing it and who is saying what. I've been pretty scathing and honest on these things. They better not know it's me.