I've dutifully taken the survey every year that I've been here. I added thoughtful comments. I participated in the "action planning." Nothing ever changes. And now they won't even share the results with the employees. Action planning just results in more work for the employees, with bogus committees set up to improve results. Well, WF, I say no more. I'm done spending even 5 minutes on your silly survey. You are probably just doing it for some regulatory check-the-box effort- you don't really care about the results. Sorry to lower your participation rate from 70% to 69.9998% from now on. It's been fun!
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These surveys are designed to identify what employees hate most. Wells Fargo implements what employees hate most so that they can have more attrition instead of giving out severance packages.
I quit doing these surveys the minute they mentioned RTO 4 days because they clearly showed they don't care what employees think.
The survey is neither anonymous nor confidential. They know where the surveys come from (your email address) and anything you say can and WILL be shared and used against you.
Have you ever been pressured to complete the survey ? That is because they know who has done it and who hasn’t. And who said what.
Be careful I know these surveys are not confidential. I provided honest feed back last time around. A couple of months later, my manager’s manager called me out on it.
Here we go, "the surveys are confidential, they are not anonymous".
As usual, they are playing with BS words to trick employees. There is absolutely no transparency or honesty at Wells Fargo.
the surveys are "confidential". they are not "anonymous"
If there is something in there that is problematic they can and do move it into non-anonymous status and open a case... - hypothetical examples but not only these - such as threat of self harm, threat of harm to others, criminal activity
I stopped filling it out years ago.
This is 100% true. I know someone who answered questions very honestly last year.
Surprise surprise, a week later they got an email about an HR case based on their survey responses. This person was furious and kept asking how there could possibly be a case attached to them because the survey was supposed to be anonymous.
I left the company since then, so I don't know of the outcome.
Our Managers used to hold meetings, when they knew the survey was coming out, to make sure we didn't score questions too low. No one (ourselves included) wanted to have drawn out working sessions on how to improve "I have a best friend at work."
Everyone knew that nothing was actually going to change if we scored things how we actually felt. Our goal was to score things so we didn't have to sit through useless meetings pretending to fix things that we knew wouldn't actually get fixed.
The sad part is that they are 100% correct. When survey results are negative, the execs make no attempt to resolve the actual issue. Instead they punish the plebes sufficiently that next time they won't dare put anything negative in their responses. It's a miserable, long, drawn out torture and a great example of failed leadership.
A few things I learned over the years:
- These surveys are not really confidential. They can always find out who said what.
- The surveys are designed to identify who is a loyal member and who is a trouble maker.
- If you say many negative things, you are risking your employment at WF.
Nothing matters because Wells Fargo uses "forced ranking". It is the doomsday for the employees. Makes employees not want to cooperate with each other, or train each other, as they are in great competition for forced ranking layoffs. Forced performance review rankings are one of the great downfalls of the once great company and just further its decline.
One of my managers, now gone, came to me and said, no demanded, “I want all fives”. Basically telling me the survey results reflected on him. So I gave him ones and twos.
Of course we were stuck in action plan he-l, but that would have been the case regardless.
Agree.
Used to fill it out with the hope of things changing for the better and then after no change (or even worse conditions) would think at least I was giving them a piece of my mind. Reality is the execs don’t care, they will spin it just like they do all the other cr-p, the questions are more benign each year and I never feel good about it . So will not fill out this or any other WF survey again.
The are not confidential...
Survey results mean nothing. If the results are negative, they always spin the narrative. They have meetings to discuss, but in my over 30 years of being here, nothing changes for the better. It's even worse in past 3 years. Such a waste of effort and hope that your answers could actually make a difference. They don't care about the employees is bottom line. In addition, they say your comments are confidential but what does that really mean? Confidential to whom?
Years ago my manager at the time told the team to have positive answers so that we wouldn’t be stuck in meetings for months if we answered negatively. Yup. Steered us even before we received our survey.
"If you fail to fill it out, you're telling management that you can't follow directions"
No, you don't get it obviously.
If you do the survey, nothing happens.
If you do the survey, and answer with glowing pie in the sky responses, nothing happens.
If you do the survey, and answer with negative responses, they might ( and I mean might) come back to your team and have you go through the hassle of trying to identify and correct. They will press you to expand on your answers. Meetings will follow and tasks assigned to correct the problem. Major hassle. Then, depending on what you say, there is a real chance you won't be with WF. So, there's that.
Mgr doesn’t get results if enough people on his/her team don’t complete the annual survey. Many managers love that — no accountability. Apathy score from the team? 100%.
Failing to fill out the survey is d-mb. If you fail to fill it out, you're telling management that you can't follow directions. Answer minimum job satisfaction & trust towards executive management while still voting that you trust your co-workers and they can't ignore that.
That's what you need to do: high scores to your coworkers, low scores to executive management.
I used to do the survey, but every time the results come in negative the execs response is to torture us with various corporate nonsense. Classic negative reinforcement.
Why the post. Is it now out?