Thread regarding MetLife Inc. layoffs

MyVoice

Anyone else having fun filling out this cr-p? $20 says they never mention the results on LTL.

by
| 2580 views | | 27 replies (last )
Post ID: @OP+1dw9qyma

27 replies (most recent on top)

Allegedly departments will be getting their results later this month. It's taken longer to get results out because 1) they laid off a bunch of people in HR including people involved with MyVoice processing 2) the results are really bad and they're struggling to slap enough glitter on the poster to hide it.

by
|
Post ID: @Gbez+1dw9qyma

Come to think of it, I haven't heard any of the usual boasting about the participation rates.

Maybe they got the message.

by
|
Post ID: @Cqec+1dw9qyma

Deadline to complete it moved an additional two days.

Does that mean the "participation" rate isn't good, or is this just standard manipulation?

by
|
Post ID: @gave+1dw9qyma

It’s best just to not complete it.

by
|
Post ID: @eudj+1dw9qyma

They only care it gets filled out, they do not look at the results for any viable changes. It may be used against your department. Former employee of over 12 years who left for the greener grass which does exist.

by
|
Post ID: @eejq+1dw9qyma

In a slightly unrelated note, did Michel look red and laugh a little too much in today's LTL?

What's up with that?

by
|
Post ID: @dguy+1dw9qyma

I laughed when I saw that USB number. Maybe if Ramy plays some more ping pong he'll figure out how to engage his employees.

by
|
Post ID: @dllv+1dw9qyma

On the LTL today - 53% survey completion rate for US Business. By far the worst rate in the whole company. Glad to see my 1s will carry some weight.

by
|
Post ID: @draa+1dw9qyma

For real. They still think 3 is "good". 1s across the board for me.

by
|
Post ID: @dxdk+1dw9qyma

@"All 3s down the line"

Why so generous. I think I gave less than 5 3s, rest were 1s.

by
|
Post ID: @bkve+1dw9qyma

I've been going back and forth with this survey. I believe in answering honestly and have done so in the past. My honest constructive feedback was glossed over by all levels of management, year after year. This year....it's all 3's down the line. I have peers who responded that way for years and now I finally get why.

by
|
Post ID: @bnfh+1dw9qyma

Respond with your feet and walk out the door. Much larger offers elsewhere. I left, got a huge raise and gave them a list of everything wrong on my way out the door.

by
|
Post ID: @2fnz+1dw9qyma

The survey shows your location, department, cost centre and grade…,not exactly rocket science to work out who is who…:.especially if you are a single contributor in a location…..was pulled up on my comments last year….I know another manager threatens bonuses being cut if he gets anything negative from his team.

by
|
Post ID: @2jxa+1dw9qyma

@1hte+1dw9qyma I don't know what actually is done. I assume you are right in describing how it currently works.

However, it says, "Your responses are confidential {not anonymous!}, and reported to managers in aggregate groups. Take care not to identify yourself in the comments."

Then it says, "A limited number of people at MetLife will have access to your survey responses connected to your identity. For more information see (some URL)".

Point 2 of that URL is "Voluntary Response: Your participation is voluntary. At any stage prior to submission you can choose to not submit your response."

So, respond if you want. Don't if you don't. But at least some MetLife employees, I assume in HR, can associate a result with a person. I would feel better if they said that the results were anonymous and that NO MetLife person can associate the responses with a person.

by
|
Post ID: @2afi+1dw9qyma

For what it's worth I know that the only time Glint will reveal the identity of a commenter is if they make a perceived threat against someone or sui-idal comments. Other than that PII is scrubbed before leadership reads it.

by
|
Post ID: @1hte+1dw9qyma

Why bother filling it out. Nothing improves. I know someone who had an abusive manager, put it all in writing. Nothing changed. Sure use it to rant. But ask yourself do you think they deserve to know your opinion? You opinion is valuable and do you see a direct benefit by giving it? Your Voice is for their benefit. Think about it.

by
|
Post ID: @1rce+1dw9qyma

I cant ever say anything is 100% given. I can only speak for myself, but I have given some really negative feedback in the past and I'm still here.

by
|
Post ID: @1qaq+1dw9qyma

Ok, I'll buy that you aren't mgmt/HR.
Heres the thing.

  1. They can find out who you are.
  2. Do you really think that they don't already know?

I think most people that fill these out shade them to the positive. Otherwise how do you explain the results that seems very good?

  1. Be especially careful what comments you write.

I don't really care if people fill it out or not, but I'm certainly not joining the parade to encourage others to do so. As it if will have an effect.

by
|
Post ID: @1bmv+1dw9qyma

I clicked the down vote on them. I also posted the comment about filling it out. Not management and not hr.

Don't let the opportunity pass to let these id--ts know how f' ing clueless they are.

by
|
Post ID: @1agi+1dw9qyma

Management and or HR appear to be here down voting the posts that advocate not filling it out. No other reason to down vote them.

Go ahead and down vote me.

by
|
Post ID: @1qrx+1dw9qyma

I'm going to fill it out. Nice chance to get to tell leadership how clueless they are. If you don't fill it out, they are d-mb enough to believe that you are happy.

by
|
Post ID: @1gpe+1dw9qyma

Don’t fill out MyVoice. Then they will actually hear loud and clear - people stopped caring.

by
|
Post ID: @1nys+1dw9qyma

Not filling it out. If they don’t know by now how unhappy employees are, or where they need to improve, then they shouldn’t be in their executive positions. It is a waste of everyone’s time and money.

I’m not getting paid to be a member of your focus group. I’m barely being paid enough to live. How about Spanx! $10k plus a company paid weeks vacation. Metlife likes to think they are generous.

by
|
Post ID: @1ssg+1dw9qyma

@tkj+1dw9qyma I know for a fact that they are already couching managers that "this year's results will be off because of the pandemic."

No they'll be bad because we're fed up. But keep telling yourself that it has nothing to do with your labor decisions EG.

by
|
Post ID: @1nzn+1dw9qyma

I'm going to leave a thorough comment on it. I'm 6 months in and I need a raise for what I'm doing. Part of me feels as if they read some things but won't read others when it comes to pay. I know everyone on my team needs at least $10k+ raise. I definitely deserve that because I'm essentially doing my role and another team's role.

by
|
Post ID: @mqr+1dw9qyma

Our team has lost half of its members this year and it isn’t over yet. No one is discussing anything with those is us left. Director is MIA as well as our manager. It’s made clear our opinion doesn’t matter.

by
|
Post ID: @xdu+1dw9qyma

The only thing that seems to matter is the participation rate in the survey.

Yippee! 80% participation!

It shows how engaged we all are.

So, show your engagement!

They won't mention the results if they are bad. Particularly if something that seems important drops by more than 3%. They'll spin it like a top. "Covid, Covid, Covid, rah, rah, rah."

Let me ask you. What has really changed since these things began?

by
|
Post ID: @tkj+1dw9qyma

Post a reply

: