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<blockquote data-quote="Ricochet1a" data-source="post: 1114982" data-attributes="member: 22880"><p>I'm not trying to debate how and why 'merit' raises should be given. There isn't really any such thing as a 'merit' raise in a blue collar environment. In a blue collar environment, you either meet expectation or don't. If you meet expectation, then raises should be determined by a contract or policy which clearly states the amount the raise will be and at what point the employee will no longer be eligible for raises (topped out). Simple as that. Any attempt to turn blue collar work into a 'merit' system has AUTOMATICALLY stacked the deck against the employee - the employee will never win. The Couriers are now just figuring that out.</p><p></p><p></p><p></p><p>Yup, I was there in 2009 when everyone got crapped on. I was already into my plan to get out; the ending of the scheduled raise merely reaffirmed the decision I made in 2006 to get the hell out. </p><p></p><p></p><p></p><p>Now if just 15,000 or so other Couriers could figure that out - they might be motivated to do something. But I do remember seeing something on here right before I started posting earlier in the month, about a 'new system of pay raises that was instituted last year (2012)'. Yes, I laughed my ass off about that one. </p><p></p><p></p><p></p><p>ANY blue collar employee provides their labor SOLELY for the money. They aren't part of the decision making apparatus of the company, they exchange labor for a wage - that is it. Many of the Couriers still have this misguided notion that they are 'part of the company', they are 'FedEx', that they are 'FedEx-ers'. Those individuals are also deemed to 'bleed purple' and don't have a friggin clue as to what their real role in the company is. Delusions of grandeur I guess....</p><p></p><p></p><p></p><p>And some back in 2010 said I was full of proverbial sheet.... </p><p></p><p>The ONLY thing that is in variance with what I posted in 2010, is the RATE at which Express is rolling out its intended changes. After seeing the success that Fred and company experienced with this 'slow motion avalanche' - I have to hand it to him, he was a true master of deception. Most expect change to occur as a lightening strike (once a change has been decided upon). Even in business management practice, it is suggested to: Evaluate need for change, make a plan for change, implement the change as quickly as possible.... This is done to minimize the period of time where employees experience 'uncertainty regarding their future with the company'. When the 'cut' is to be made, make it QUICK to get the pain over quickly, and allow those that are left to stop worrying if they are going to be next - and let them get on with working. </p><p></p><p>In Express, this hasn't been the case - and the reason has solely to do with Fred's desire to prevent the wage employees from realizing what is happening and trying to do something about it; this 'wait and see' attitude that is so prevalent both in stations and even here. The change has been slow, agonizing slow, imperceptibly slow. This has lulled that 'frog' into a false sense of security, into thinking that nothing really is happening and that if something does happen, it can jump at any time. </p><p></p><p>Fred is a master when it comes to 'sleight of hand', (looking at his right hand, while his left hand is doing something unexpected). </p><p></p><p>The only question that remains is whether the Couriers in the next few months will realize what is happening and start to take steps ON THEIR OWN to prevent the change from screwing them, or will they continue to watch the magic act and wonder how Fred manages to keep pulling stuff out of his right hand while not watching his left.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 1114982, member: 22880"] I'm not trying to debate how and why 'merit' raises should be given. There isn't really any such thing as a 'merit' raise in a blue collar environment. In a blue collar environment, you either meet expectation or don't. If you meet expectation, then raises should be determined by a contract or policy which clearly states the amount the raise will be and at what point the employee will no longer be eligible for raises (topped out). Simple as that. Any attempt to turn blue collar work into a 'merit' system has AUTOMATICALLY stacked the deck against the employee - the employee will never win. The Couriers are now just figuring that out. Yup, I was there in 2009 when everyone got crapped on. I was already into my plan to get out; the ending of the scheduled raise merely reaffirmed the decision I made in 2006 to get the hell out. Now if just 15,000 or so other Couriers could figure that out - they might be motivated to do something. But I do remember seeing something on here right before I started posting earlier in the month, about a 'new system of pay raises that was instituted last year (2012)'. Yes, I laughed my ass off about that one. ANY blue collar employee provides their labor SOLELY for the money. They aren't part of the decision making apparatus of the company, they exchange labor for a wage - that is it. Many of the Couriers still have this misguided notion that they are 'part of the company', they are 'FedEx', that they are 'FedEx-ers'. Those individuals are also deemed to 'bleed purple' and don't have a friggin clue as to what their real role in the company is. Delusions of grandeur I guess.... And some back in 2010 said I was full of proverbial sheet.... The ONLY thing that is in variance with what I posted in 2010, is the RATE at which Express is rolling out its intended changes. After seeing the success that Fred and company experienced with this 'slow motion avalanche' - I have to hand it to him, he was a true master of deception. Most expect change to occur as a lightening strike (once a change has been decided upon). Even in business management practice, it is suggested to: Evaluate need for change, make a plan for change, implement the change as quickly as possible.... This is done to minimize the period of time where employees experience 'uncertainty regarding their future with the company'. When the 'cut' is to be made, make it QUICK to get the pain over quickly, and allow those that are left to stop worrying if they are going to be next - and let them get on with working. In Express, this hasn't been the case - and the reason has solely to do with Fred's desire to prevent the wage employees from realizing what is happening and trying to do something about it; this 'wait and see' attitude that is so prevalent both in stations and even here. The change has been slow, agonizing slow, imperceptibly slow. This has lulled that 'frog' into a false sense of security, into thinking that nothing really is happening and that if something does happen, it can jump at any time. Fred is a master when it comes to 'sleight of hand', (looking at his right hand, while his left hand is doing something unexpected). The only question that remains is whether the Couriers in the next few months will realize what is happening and start to take steps ON THEIR OWN to prevent the change from screwing them, or will they continue to watch the magic act and wonder how Fred manages to keep pulling stuff out of his right hand while not watching his left. [/QUOTE]
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