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<blockquote data-quote="canon" data-source="post: 173700" data-attributes="member: 8423"><p>It only seems like a union site because mgmt refuses to admit there's a problem at all and chooses to remain silent or advocates "making the best of it". We see the problems and discuss them. Mgmt sees our discussion of topics like this to be "anti-company". </p><p></p><p>It really isn't helpful to come in here with rose colored glasses and pretend we're flawless. The drivers aren't in a position to fix things, and mgmt isn't allowed to admit there's a problem. So if there's an ounce of truth in your post, the very last thing we should do is continue to hide the problems in the shadows. That's how we arrived at the situation you described.</p><p></p><p>And for anyone reading this who is "afraid" to speak up, come in without the Us vs Them attitude and leave the insults at the door. I'd love just once for someone in mgmt to stand up and address an issue without dismissing it as mere whining when they know for fact it's a problem. PAS remains broke in centers where covering up the problems is easier than fixing it, fudging numbers is commonplace to stay off the corporate blotter, nobody wants to be a pt supe because they are treated like crap in too many centers, and rocking the boat to get things fixed is a sure-fire way to get blacklisted.</p><p></p><p>I think the biggest issue for everyone involved is that we're all disposable. UPS pays well, and allows people to earn money they'd never be able to make outside the company without a degree. The provide the label of "leader", then hand you the script you have to follow.</p><p></p><p>I've seen real leaders before, they're in command of our troops. You establish a mission, then allow the leaders to accomplish the goals using the training they've received without dangling discipline out there for what should be a force improving learning experience. What I see now amounts to the comparison of a talented painter vs someone who is painting by numbers. </p><p></p><p>The difference in center performance is limited to nothing more than one managers abilities in motivational speaking. Those that aren't so good rely on discipline and scare tactics. It's not a slam against mgmt, quite the opposite. It's my confidence in the people I report to that aren't allowed to deviate from a blanket policy that too often suffocates instead of protects. I have confidence that if allowed to, those entrusted to the positions of ctr mgrs and driver supes could "win the war" all by themselves. Maybe that's why they aren't allowed to. If they ever became "valuable", they would then be in a position to ask for more money to keep them from leaving. Or ask for the job of one of the people who don't want them to be valuable.</p><p></p><p>Just my opinion... almost all responses are welcome. Don't be shy. <img src="/community/styles/default/xenforo/smilies/group1/cool.gif" class="smilie" loading="lazy" alt=":cool:" title="Cool :cool:" data-shortname=":cool:" /></p></blockquote><p></p>
[QUOTE="canon, post: 173700, member: 8423"] It only seems like a union site because mgmt refuses to admit there's a problem at all and chooses to remain silent or advocates "making the best of it". We see the problems and discuss them. Mgmt sees our discussion of topics like this to be "anti-company". It really isn't helpful to come in here with rose colored glasses and pretend we're flawless. The drivers aren't in a position to fix things, and mgmt isn't allowed to admit there's a problem. So if there's an ounce of truth in your post, the very last thing we should do is continue to hide the problems in the shadows. That's how we arrived at the situation you described. And for anyone reading this who is "afraid" to speak up, come in without the Us vs Them attitude and leave the insults at the door. I'd love just once for someone in mgmt to stand up and address an issue without dismissing it as mere whining when they know for fact it's a problem. PAS remains broke in centers where covering up the problems is easier than fixing it, fudging numbers is commonplace to stay off the corporate blotter, nobody wants to be a pt supe because they are treated like crap in too many centers, and rocking the boat to get things fixed is a sure-fire way to get blacklisted. I think the biggest issue for everyone involved is that we're all disposable. UPS pays well, and allows people to earn money they'd never be able to make outside the company without a degree. The provide the label of "leader", then hand you the script you have to follow. I've seen real leaders before, they're in command of our troops. You establish a mission, then allow the leaders to accomplish the goals using the training they've received without dangling discipline out there for what should be a force improving learning experience. What I see now amounts to the comparison of a talented painter vs someone who is painting by numbers. The difference in center performance is limited to nothing more than one managers abilities in motivational speaking. Those that aren't so good rely on discipline and scare tactics. It's not a slam against mgmt, quite the opposite. It's my confidence in the people I report to that aren't allowed to deviate from a blanket policy that too often suffocates instead of protects. I have confidence that if allowed to, those entrusted to the positions of ctr mgrs and driver supes could "win the war" all by themselves. Maybe that's why they aren't allowed to. If they ever became "valuable", they would then be in a position to ask for more money to keep them from leaving. Or ask for the job of one of the people who don't want them to be valuable. Just my opinion... almost all responses are welcome. Don't be shy. :cool: [/QUOTE]
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