'I told the head of HR that no one cares about his survey': Employee ruins his chance at a promotion by accidentally badmouthing company survey to HR's face

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    22-23 "No one cares about the survey" Avg 20-Aug 20 18 0.3% 125 COHORT ANALYSIS REPORT > What are your top devices? Sessions by device
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    TIFU by telling head of HR that no one cares about his survey S An obligatory not today, but I realized the consequences today.
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    Six months ago, our HR team rolled out a survey. It was a simple "score your happiness" affair, but like most office surveys, participation was dismal. No one really saw a point - past surveys yielded zero changes.
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    Unsurprisingly, completion rates were low, which is how we ended up with a surprise visitor: a stern- faced man in a suit.
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    Being oblivious and the first person he saw, I became his target. He inquired about the survey and if I had any part in promoting it to my colleagues. My brilliant response? A nonchalant, "Eh, probably because no one cares about the survey." He just stared at me, the weight of my accidental insult hanging heavy. Awkward silence followed after which he retreated.
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    A few minutes later, my manager appeared, doubled over with laughter. Apparently, I'd just insulted the Head of HR. My face flushed as I explained the misunderstanding.
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    Little did I know, news of "the disrespectful manager" reached the head office. Fast forward to a recent promotion opportunity. I aced the interviews, but ultimately wasn't chosen. My manager, with a sympathetic smile, revealed the real reason: my "notoriety" as the guy who snubbed the Head of HR. Apparently, promoting me would cause more issues.
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    TL;DR: I told the head of HR that no one cares about his survey, which got me blocked in a promotion.
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    nomad-nuance 1 day ago Honestly, em, they seem to foster the environment they are trying to prevent Hey why aren't people taking our quiz on happiness? Oh you gave a valid reason? Time to retaliate and cause you to be unhappy I wouldn't want to work for a company that couldn't tell if their employees were happy 3.0k Reply Share ...
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    . frygod 1 day ago Sounds like you have a ceiling now. If you ever want a promotion, it will involve a new company. When you make that move, give minimal notice. 1.4k Reply Share
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    FrankieTheAlchemist. 1 day ago "We want honest feed back about how things are going!" "No! Not like that!" 575 Reply Share
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    surfdad67 1 day ago . Email the HR guy and say "thanks for proving my point" 296 Reply Share
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    spastical-mackerel 1 day ago Well, now you certainly have something to say in the next survey 223 Reply Share
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    PenguinWrangler 1 day ago I love all the comments from people who clearly have never worked above entry level in a corporate office. If you had said the same thing in a professional manner, it would have been fine but being so flippant, especially when you have no idea who you are talking to, is exactly why it IS a up. "Some people feel as though their honest answers in prior surveys did not lead to any changes, so they do not see the value in participation now" says the exact same thing, but in
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    I know where I work people really care about those surveys and I have to sit in hours of meetings about what we did to improve the good areas last year and how we can fix the bad areas next year. I dont work in HR or anything adjacent, but anyone who supervises a single team or more has to be involved. We get almost a 50% participation now though, because people actually do take suggestions and make changes when possible. 215 Reply Share
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    Rikers_lightsaber - 1 day ago I used to get on pretty well with one of my old bosses until one particular time he asked me to ask a department if they could do something and me knowing nothing would be done replied that it was "probably a waste of time" Cue 18 months later when this quote that I'd even forgotten I'd said was thrown in my face during a performance review. It seemed I did not get on with this boss so well.
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    SlaveToo 22 hr. ago In my team, we started doing a Friday winge session so we could vent any frustration, talk about things that went well, give a quick score out of 5, and go about our weekend with a little less weight on our shoulders.
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    Eventually we started tracking the stars given so we could tie them to stats like ticket volumes as a way of gauging staff morale in relation to common pressure points, which was really useful.
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    The score was always extra. The real benefit was helping to keep our mental health in check. Then HR got wind, saw how well it was working to keep our spirits up, and took the exact wrong conclusion - mandatory happiness scores every Friday for all teams.

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