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<blockquote data-quote="PobreCarlos" data-source="post: 624654" data-attributes="member: 16651"><p>Don't think anyone disputes that "service" is the number one priority. However, in case there are those who haven't noticed, "service" COSTS! Or, more to the point, as a business, you can't continue to provide a service unless you make money at it.</p><p> </p><p>This is where "listening to the employees", and "employees have a personal life", etc. comes into play. It's all fine and dandy to listen to your employees IF they're willing to absorb the cost of doing so. And, equally, it's fine and dandy to talk of giving the employees a personal life if they put the business in a position to allow it to do so.</p><p> </p><p>How's about it? Are the employees as a whole willing to take a cut in compensation in order to allow for service improvements? Or a similar cut in compensation in order to make if possible for them to have a better personal life? Funny...but I've yet to see the union negotiate on such a basis. It's never, to my knowledge, put "service" or "family life" above getting all it could financially out of the company.</p><p> </p><p>Lastly, I'd like to play for a moment with the comment of...</p><p> </p><p>"And a more content employee could translate into more content customers."</p><p> </p><p>...in that, minus outside influences, I've no doubt that the company could fairly easily find employees that were "content" with the work environment and what the company had to offer at a more competitive price. By that I mean that every time a union member talks about "service", "family life", and "customer satisfaction", they need to look in the mirror, take a deep breath, and admit to themselves that THEY were a prime factor in making conditions as they are.</p><p> </p><p>No such thing as a free lunch. And, I'm sorry to say, putting someone on the B.O.D. who thinks that there is, isn't going to accomplish much of anything but help to bring the company - which offers a livelihood directly to close to half a million people, and indirectly perhaps millions! - down.</p></blockquote><p></p>
[QUOTE="PobreCarlos, post: 624654, member: 16651"] Don't think anyone disputes that "service" is the number one priority. However, in case there are those who haven't noticed, "service" COSTS! Or, more to the point, as a business, you can't continue to provide a service unless you make money at it. This is where "listening to the employees", and "employees have a personal life", etc. comes into play. It's all fine and dandy to listen to your employees IF they're willing to absorb the cost of doing so. And, equally, it's fine and dandy to talk of giving the employees a personal life if they put the business in a position to allow it to do so. How's about it? Are the employees as a whole willing to take a cut in compensation in order to allow for service improvements? Or a similar cut in compensation in order to make if possible for them to have a better personal life? Funny...but I've yet to see the union negotiate on such a basis. It's never, to my knowledge, put "service" or "family life" above getting all it could financially out of the company. Lastly, I'd like to play for a moment with the comment of... "And a more content employee could translate into more content customers." ...in that, minus outside influences, I've no doubt that the company could fairly easily find employees that were "content" with the work environment and what the company had to offer at a more competitive price. By that I mean that every time a union member talks about "service", "family life", and "customer satisfaction", they need to look in the mirror, take a deep breath, and admit to themselves that THEY were a prime factor in making conditions as they are. No such thing as a free lunch. And, I'm sorry to say, putting someone on the B.O.D. who thinks that there is, isn't going to accomplish much of anything but help to bring the company - which offers a livelihood directly to close to half a million people, and indirectly perhaps millions! - down. [/QUOTE]
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