It will probably be a lot different than the culture survey. Usually, the ENPS survey focuses on your direct supervisor/organization, and not the corporation over all. Also, there are much fewer open ended questions which allow you to elaborate. Do not let that deter you. If you are upset with the corporation then mark everything low. When there is a open-ended question, be sure to answer with your displeasure regardless of what the question is. Make the survey useful only if the corporation takes the answers to heart.
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A new eNPS survey will be conducted throughout June. Just make sure part of the feedback to your leadership team is that “they” work to address any problems reported.
All too often, they send that cr-p right back downhill to the very people who reported it in the survey to resolve issues.
ESPN will not be done
“The better option would be if L1s and L2: just stopped showing up en masse. Just everyone work from home. If 90% did that they would have a hard time pushing back. It’s easy to off a few people but when it’s thousands that’s a little tougher. A one hour walkout would do nothing.”
This is the answer. Communicating this and putting it to action is the challenge.
“ Want another powerful message would be all the office people should do a walk out.”
The better option would be if L1s and L2: just stopped showing up en masse. Just everyone work from home. If 90% did that they would have a hard time pushing back. It’s easy to off a few people but when it’s thousands that’s a little tougher. A one hour walkout would do nothing.
See how it turns out in the not taking it front. If everyone wants to boycott it, yeah that would send a message. Want another powerful message would be all the office people should do a walk out. Even if it’s just 1hr. If everyone just walked out. Going to lunch, empty all the buildings. That would really get their attention.
They don’t care if the results are bad, they only care if you take the survey for some reason. The best thing to do is not take the survey.
Why even bother to do any survey. Per LinkedIn T is the one of the best companies in US to work for. Stankey paid big $$$ to get that title.
The best way to handle the survey if you’re an L1 or L2 is by not taking it.
“ I understand your position on this but I don't want the only responses to be positive responses. I am going to fill it out and hammer the he-l out of the corporation“
And I understand this, as this was always my position in the past. And you’re probably right at the end of the day. The problem with not responding is that you can’t get everyone on board with it. If you could, it would be epic. But alas, too many sycophants.
The surveys are only to measure the effectiveness of the constructive dismissal strategy and determine how much tighter they need to turn the sc--ws to get their target demographic to quit. The email is getting deleted just like every other email originating from L3+.
"The Speed of Trust" was once a big thing with AT&T, but all of these actions have totally depleted any sort of trust that many of us may have going forward.
It's a fair question to ask if these surveys are merely performative demonstrations so that leadership can say, "Our people are onboard with the [cow chips] RTO and love it!"
A time may come when the "cow chips" will become too much and many of us (beyond the brown nosers) will walk out collectively and say, "Go fock yourself" to those who engendered this level of animosity.
"I would strongly urge all of you reading this to NOT DO SO this time around."
I understand your position on this but I don't want the only responses to be positive responses. I am going to fill it out and hammer the he-l out of the corporation.
Baich has a surfey and said "I don't agree with the results" so count on that kind of response from management as well.
Can we also say, we don’t accept the low hours on presence report.
Baich has a surfey and said "I don't agree with the results" so count on that kind of response from management as well.
I have always been a proponent of taking the surveys and providing honest and critical feedback (in a professional manner), including eNPS and also the McKinsey OHI, the results of which were squashed despite Stankey's promise that he would share them.
You're going to hear from the usual paranoids that say anything negative you say will result in you being placed on a "list" or fast tracked for termination...I have been here 25 plus years, and have never once seen this as either an individual contributor, or a manager of many people that took it. But there is no point in arguing with these people, so I won't.
What I will say, is that far more powerful than you making any comment on that eNPS is to simply not take it. Your Director and VP will send emails urging participation, as they are essentially rated on this participation rate for their group. Most of the "go along to get along" crowd you work with will normally succumb to that.
I would strongly urge all of you reading this to NOT DO SO this time around. DO NOT TAKE THE SURVEY. If you really want to send a message, this is the only real way to do it.
I plan on doing this as well, and if I am asked directly why I did not want to take the "voluntary" survey, my answer will be because the results of the last survey I took were tossed out and not shared as the CEO promised they would be.