I will not go into too much detail., but I will tell you that the CULTURE SURVEY IS A CROCK.
I have watched so many leaders that were good now gone because they were honest and told the truth in the skip level meetings. If you want to keep your job, just say everything is fine. If you raise any conflict concerns with your managers, they will label you
...
I totally agree. I was a sales manager at one of the top stores in the state. I worked my ass off for my associates and the company. I was let go cause my store manager and ASM (who is to young to be an ASM) thought I was going to get a low culture survey. Although in chicago where they have to all manager readout is one drunk fest. It seems that at every one there are a few managers that dont have jobs when they get back. What do they expect us to say sober when they have a open bar?
...
I will say this honestly and sincerely. You are so much better off. It took me time, but I am in such a better place. The "dynamic organization" at USCC is not modeled after GE at all. The dynamic organization is what ever they want it to be for that week. I saw it happen over and over and over. They hide behind theories such as that. There are so many good people there that have lost their way b/c they are told how to think. Best of luck to you and don't loose your self confidence.
...
YOU ARE A JOKE BUDDY!!! I have heard stories about you from my fellow RWCs. What do you expect to happen when you are an alcoholic and don't show up for the second day of the meeting? You should have been fired and you know it!!!! LOSER
...
I'm a joke??? I dont't drink you moron. I am just posting what i have witnessed.
...
Thank goodness I work for an agent. 🤤
...
Ya we are the coolest! 😁
...
I am very thankful to work for USCC! Best move I have made. Try working for at&t and you'll be glad you're with USCC.
...
blah your all dumb. if you works for top 500 company would you get drunk at a company party and expect not get fired. dumb as a brick
...
when our store did our culture survey, we did ours honestly, and ya know what, things happened. our sales manager "left" shortly thereafter. so i think that if a store as a whole fills out the survey honestly, people take notice.
...
Why should "the store" get to collaboratively decide the fate of any employee?? As you stated "if the store as a whole fills out the survey honestly"......who decides what the truth is??
...
I think everyone needs to take a step back. I have only been working on the retail side of US Cellular a few months, and I was with an agent location for 11 months before that.
US Cellular corporate is much different from agents. It is true. You get great benefits, excellent pay, and the company does honestly care about its associates.
What almost every post on this subject has been is following what we experience with customers every day. If you are an RWC, or have ever been, for US Cellular, you know what I'm talking about. You are the face of US Cellular.
I have heard of the all associate meeting in Chicago two years ago, from people who were actually involved. It was not a smart thing for people to do what they did in fron...
(continues)
...
I agree with most of your points, however my question still remains.....who decides what the truth is?? Is it not possible that a group of employees who perhaps do not like their boss for whatever reasons could respond to a survey in a collusive manner in order to get someone fired?? If this is the case how is this fair to anyone??
...
that is a possibility, except for the following safeguards:
1) A bad culture survey score one time is not going to get someone fired. it would provoke a review of their other areas of performance. The person in question in this case would receive a coaching session - which would look for areas to improve.
2) It is not just the underlings that fill out the culture survey and performance reviews. For instance, a sales manager reports to the ASM, DOS, VP, etc.
Plus, you have to ask yourself, why would the entire group conspire against a person to do that kind of thing? Is it that the person is pushing them to improve their own performance? Is it because that person is trying to help them with their sales with truly constructive cr...
(continues)
...
I am speaking in hypotheticals....but it seems that if a manager came in and began holding people accountable for their performance if the group decided to hold back their feedback until the culture survey said manager could be labeled...perhaps unfairly. My understanding of culture surveys is that they are used to gauge companies. Performance reviews are used to gauge individuals. Is that not true at US Cellular?
...
you've got it. that's what i was trying to point out. at the same time we do the culture survey, we also do performance reviews of people. the culture survey can be skewed depending on the environment surrounding your own team. also, the performance reviews are done by many people, within and outside the team. it is harder to skew performance reviews.
...
the culture survey is a crock.
we did our new leader assimilation and told the HR how horrible he was, and he is still doing what he did before and hes still there. and this is in the Chicago market so dont think its any better in Chicago.
...
Telling HR will not do anything. I work in the chicago market. talk to your ASM if that does not work then your DSM. Trust me a manager can only be a "bad manager" if you let them. If your just sitting back complaining on here and not taking it further then you get what is coming. You also have to figure out what is "bad". Your definition of it may not be the definition needed to terminate.
...