Myron-
Take a deep breath.
I'm on your side.
I misunderstood the tone of your posts as indicating you were being singled out for this treatment.
My bad.
Dear Trick, Nope, I have not been singled out (yet) but I have watched it happen repeatedly to many people for reasons I am dumb founded by.
I have had 11 "broken" managers work for me since I became a manager in 1989. When I was younger I didn't get into discussions about what caused their demotions with them. I felt it was a personal matter in all cases and would not discuss it with them unless they brought it up with me. I never kept a note -- except mentally.
Nine years ago, I became familiar with a situation where a division manager had a center manager demoted for supposedly not getting his delivery scan numbers. The irony of this was the scan was the responsibility of a 34 year old preload manager. The center manager had to constantly work through the younger preload manager to get his delivery scan improved. The division manager knew this but NEVER took the preload manager on to assist to assist the older manager. Later the division manager publicly stated he had to "kick him (the older manager) while he was down".
I became involved when this now broken center manager became a driver supervisor in my center. (My 11th busted manager). He was great in every other role he held until this time except his 2nd operational rotation where he was demoted. Prior to all of this, he was told in order to become a division manager he needed rotations in operations. Now he was mine to keep motivated, but he needed little incentive. He was motivated and a good worker. So good at work, I became puzzled as to how it was possible he could ever have been demoted. At the same time I had another driver supervisor who was also a broken manager; and he also was a very diligent supervisor. Excellent in assessing situations and acting on them.
I began to become skeptical about what I was seeing when a newly promoted 34 year old manager (no surprise, a promotion to replace a 3rd OLDER demoted manager) came to work under the influence--blown out on non-prescribed medication-a controlled substance. This younger manager happened to be African American. What made me question this matter was that just a year earlier a 48 year old who ALSO was African American was DEMOTED for similar circumstances. This older manager came to work and was demoted for less a obvious; but similar issue-the older African American gentleman came to work with JUST THE ODOR of alcohol-he was not tested. This older person was then demoted! The younger manager was obviously abusing drugs and no demotion ensued. WHY NOT??
As they took the younger 34 year old manager out of service and into EAP (again, no demotion), a still younger (29 year old) was then promoted to take his position. This circumvented the "promotion process", bypassing not only the 2 older "broken" managers who worked for me, but hundreds of capable older supervisors in mine and other districts. Competent supervisors with more experience and similar education.
I BEGAN TO ASK VERY POINTED QUESTIONS OF ALL THE PARTNERS WHO WORKED FOR ME IN THE PAST WHO WERE BUSTED. "Why were you demoted and who replaced you??" What I was hearing made me concerned, but I was, and am still afraid to talk to anyone including the 800 line. However, I want it known; the reasons for my rants here.
What I am seeing could put me at huge risk. Everyone understands where the 800 complaints get routed! Who do you speak with? How could anyone bring this to the attention of a district manager and not be thought of as what you have suggested- A DISSIDENT!! Permanently wrecking my career???
I DO NOT WISH TO ROCK THE BOAT. On the other hand I am very close to people in many districts through work in staff functions as well as my own district. I began calling friends in my home distict who I could contact over the course of a year or so as I found time and their home phone numbers. I did not wish to discuss this matter at UPS with higher ups until I was certain of what I was finding.
In my district, I knew of 42 individuals all over 40 in 12 years who were demoted. ONLY 2 were under 40. ALL were replaced by younger people-race and gender were equally represented, but NOT age. I then began calling some of the people who resigned (again a very disproportionate number of older people).
Many of the reasons are legitimate reasons for separation and demotion. On the other hand when 63 or so people have an adverse employment action and only 6 are under 40 IN JUST ONE DISTRICT, and ALL are replaced by under 40 year old people, it begs one to ask a very pointed (but very fearful) question; WHY??
In 2004 I started talking to my partners I have known from special assignments and schools who are in other districts (Georgia, E. Bay, Indiana, Michigan, Detroit, DC, and others) and asked if they are seeing the same trend. All suggested they are seeing a disproportionate number of younger promotions, but because most lacked the HRIS listings they could not see the ages of the promotions; but it was apparent who they were replacing.
Until I came across a supervisor in late 2005 who worked for me 20+ years prior who had taken a position in Alabama. What he stated made my head spin. In 2004 we (UPS) began to double up supervisor jobs. It was not going on where I am. UPS began putting supervisors in charge of multiple operations (preload/driver line or local sort/driver line). No big deal at face value, but the supervisors who were being put into these jobs in Alabama were all over 50! They had lost 4 supervisors in just 6 months who stated they could not do the job. They were told if they could not do the work, they didn't have a job. NO STRESS THERE.
I observed as this practice spread north a little over a year later; 2006. I saw no under 40 year old supervisors given the task of multiple operations. Shortly there after, we then began putting managers in charge of multiple centers with no additional resources. Again, these managers are all over 40. The stress levels are enormous and the potential for failure in various elements are unprecedented.
As these people step down, resign or are forcibly demoted, I have only seen one replaced by an over 40 promotion (one who was previously busted!) The remainder have ALL been replaced by younger people. In some cases the demoted individuals step down and DO THE SAME JOB!!!
I don't want to make waves. I hesitated even posting on what I have seen. On the other hand, with 4 years left until I am 55, I can not stand idly by anymore not pointing out deficiencies in our system BUT I CAN NOT CALL THE 800 LINE. I AM CERTAIN I AM NOT SUPPOSED TO KNOW WHAT I KNOW AND UPPER MANAGEMENT CAN GET RID OF CENTER MANAGERS IN A BLINK AND YES I AM AFRAID. I have watched tremendous talent leave the business with literally just months left to retire, be demoted, or be put on disability with nervous breakdowns.
The last straw was when the district nurse provided me with knowledge of the disability list for management over the last 7 years. I was floored. I went to my division manager last April to discuss what I had found IN A GENERAL WAY; he candidly told me what he was seeing. He stated he was afraid to stand up when asked his thoughts about promotions in people meetings. He also stated the operation matters and procedures were increasingly being pushed onto OPERATIONS MANAGERS from above (the region) and the division managers were being given less and less say. Hence perhaps the reason why NEARLY ALL ATTRITION IS IN THE OPERATIONS.
My division manager then went onto suggest that the reduction of resources and increasing use of management on the street was being done with corporate knowledge. Siting the number of management on stress, anxiety or other type disability; he suggested this was also a predetermined number; "in the plan". I never told him how many people I saw this happen to because like you- I AM SURE HE WOULD LOOK AT ME AS A DISSIDENT. I take NO offense to this!
I am far from being a dissident. I know what is right and what is wrong and what I am seeing flat out stinks. WHO CAN I GO TO WITH MATERIAL LIKE THIS? So far I can keep if for my own safe keeping so if something happens to me I might have some recourse, but if I don't share my observations, I can almost not look at myself in the mirror knowing what has gone on--knowing it is likely happening in every district.
I appreciate your thoughts....
TRPLNKL, I at first thought this matter was just how the world works. On the other hand, when our hiring practices constantly draw people who are less than 25 years old, and when we supposedly only promote from within, you have automatically stacked the deck in favor of younger management and hourly employees.
When attrition at the older ages happens more rapidly than at the younger ages, and replacements are younger than your average management age, well I believe these are truly indicators of improper activity. There can be only one logical explanation as to why it is happening and that is wages, and later benefit costs of retirees. My problem as I state earlier is, I am afraid to talk to anyone. I mean just trying to put it out on this BLOG has got me freaking out....do I talk with an attorney or with my partners for 27 years-the people I love but cannot altogether trust?? If it gets out that I might speak to an attorney I am sure I would be doomed politically if not worse.
Now back to breathing!
