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<blockquote data-quote="Ricochet1a" data-source="post: 1020291" data-attributes="member: 22880"><p>I think you will see the "feedback" portion of the SFA completely dissppear sometime in the next year or two (the action portion was gone before I hired into Express...). Express has asked the same questions for YEARS, to give them a "measuring stick" for employee discontent. Express knows that employee discontent is at an all time high. Managers are having their feet held to the fire to make sure they take some heat regarding Express personnel policy now - no more playing "good cop, bad cop" (with Memphis being the bad cop). </p><p></p><p>Anecdotal reports have managers allocated 30 minutes to address a handful of issues (items with low scores that either corporate or district management is concerned about) in their feedback meeting. They are to take 4-5 questions, get a couple of people to open their mouths regarding the issue, take down notes, then end the feedback meeting. They then write up their "report". </p><p></p><p>At this point, I'd recommend taking the SFA and absolutely slamming all levels of management. Don't put the absolute lowest mark, but use the "generally disagree" response. That indicates that management is absolutely INEFFECTIVE in getting their job done (regarding in trying to distribute corporate KoolAid), and would put them in the "hotseat" for being taken out of management. </p><p></p><p>At this point, you have nothing left to lose - you might as well starting taking out the Memphis enforcers come SFA time next year. When they are looking at a SFA score in the 40's, they'll realize that they'd better get out of management themselves, or double down on the enforcer role. Your station management ISN'T on your side and hasn't been for a long time. Best to realize that and act accordingly.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 1020291, member: 22880"] I think you will see the "feedback" portion of the SFA completely dissppear sometime in the next year or two (the action portion was gone before I hired into Express...). Express has asked the same questions for YEARS, to give them a "measuring stick" for employee discontent. Express knows that employee discontent is at an all time high. Managers are having their feet held to the fire to make sure they take some heat regarding Express personnel policy now - no more playing "good cop, bad cop" (with Memphis being the bad cop). Anecdotal reports have managers allocated 30 minutes to address a handful of issues (items with low scores that either corporate or district management is concerned about) in their feedback meeting. They are to take 4-5 questions, get a couple of people to open their mouths regarding the issue, take down notes, then end the feedback meeting. They then write up their "report". At this point, I'd recommend taking the SFA and absolutely slamming all levels of management. Don't put the absolute lowest mark, but use the "generally disagree" response. That indicates that management is absolutely INEFFECTIVE in getting their job done (regarding in trying to distribute corporate KoolAid), and would put them in the "hotseat" for being taken out of management. At this point, you have nothing left to lose - you might as well starting taking out the Memphis enforcers come SFA time next year. When they are looking at a SFA score in the 40's, they'll realize that they'd better get out of management themselves, or double down on the enforcer role. Your station management ISN'T on your side and hasn't been for a long time. Best to realize that and act accordingly. [/QUOTE]
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