Another round of employee surveys has started. I see that we are 'encouraged' to provide our feedback but my supervisor has made it mandatory for it to be completed. Which part of 'encourage' does he not get.
Bet someone in HR has nothing much to do but to keep measuring metrics till the point that it no longer makes any common sense any more
17 replies (most recent on top)
All the posts about the survey not being confidential demonstrates a real issue.
How can their be progress if the 1st word of the company survey, anonymity, is bs?
I completed the survey and I was truthful. One of my main points was compensation, or the lack thereof. It sucks when a 30 year BSEE engineer is getting out-earned by a trucker with an 8 week education. Plus he has a better 401K!
Lose, Lose situation. I never did the survey. Ended up being called to one of those "meetings". Kept my mouth shut and ended up being labled as "not being a team player". I guess because I didn't participate in "that" particular meeting, I was forever branded. Sigh, go figure!
@dze You know they picked most of the meeting participants based on the negative survey reviews that were provided, right? Survey feedback is never confidential. Oh, and leader$h!t just can't understand why employees aren't grateful for everything that's being done for them, hence you got stuck with the "improvement actions." You're right, you can't make this stuff up.
If answer as not satisfied, more team meetings and actions for everyone to improve
If answer as satisifed, status quote
Either way it is a lost cause and no win scenario
Better survey, vote with your feet, stay and put up with it, or 🚶♂️ 🚶♂️ 🚶♂️ 🚶♂️ 🚶♂️ 🚶♂️
If the surveys actually did any good, there wouldn't be a mass exodus. Just more wasted time on white-collar welfare for the HR cronies.
Just answer all the questions at the extreme positive.
ALT uses this as a party gag. Read these at their castle meeting laughing whiles the serfs squeeze them more grapes.
I have created these surveys and seen the Sr. Leadership review the results with respondents' names in the results. They are NOT anonymous so be careful how you respond. It's amazing when you know the history of some of the staff and see how put things in writing. Most of the executives look at how to spin the positive and marginalize any negative feedback.
"It is anonymous in theory."
Not sure that's really true. Last year the fine print by the survey company said full results available to limited Honeywell employees. Limited pretty loose term, all of managers at a site might be considered limited by some standards.
Silence is golden was my response.
Our place was a low turn out on survey and how do they know so not really anonymous?? So what they did was have like a box lunch jimmy jones with small groups of people see how come low and how come moral low. Also they wanted to know how to improve it to me if they dont know how they are the problem. We have alot say they have a plan to fix it but they really don't have a clue. All they still worried about who they need to hire so to be diverse.
Same here. The only problem, individuals who surfaced real issues were reprimanded during the employee reviews and told to quit asking. Please be careful in responding to these surveys.
At best this is a waste of time and at worst it causes hardship and bad feelings.
Saying nothing is message enough.
It is anonymous in theory. The manager of the team doesn't get any comments unless there's at least 5 respondents. The in theory part fall apart when you can tell who wrote certain comments... So be careful there. I was the manager and got some scathing comments that I could tell who entered them. I did not use that against the person, instead, I used it to learn and help improve the relationship. It wasn't easy, but was the right thing to do.
Sooooooo, if its really anonymous, then how could any individual or department be identified as not completing 100%?
In a logical world. The VOE survey results and the the daily linked-in "my last day at Honeywell" notifications should give them a hint.
It amazes me when the "leaders" try to blame the powerless low level managers. The low level managers do their best to explain to employees how the sh-t sandwich they're being served is really filet mignon. The leaders think it is a marketing problem for the sh-t sandwich, when in reality the employees are tired of being served sh-t.
During the last employee survey, our group provided a lot of honest, negative feedback. We were then given a follow up survey, in which we provided even more negative feedback. Our manager then called a series of meetings, and we were tasked to develop a plan to improve areas we were deficient in. Key takeaway: if everyone answers the survey truthfully, and the feedback is not positive, then it will result in more pointless meetings and work. You just can't make this stuff up.