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UPS mismanagement....
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<blockquote data-quote="RolloTony Brown Town" data-source="post: 1255518" data-attributes="member: 42001"><p>They definitely are asking too much. Instead of using advances in technology to bring hours back down to a reasonable place, they use it as an excuse to bolster stop counts. I don't have a ton of driving experience, but when I drove last year the routes I did learn were generally heavier than the bid driver I was covering for. When is enough enough? They do the same thing to employees inside. Instead of putting it on a driver, they put it on the pt supervisor. You hit your production goal more often than not. Now you get less people to get the job done with. Did it ever occur that my production was so high BECAUSE I had enough people to get the job done? So now division managers and sort managers take a person out of your staffing. A lot of division managers won't even let you staff yourself and manage the hours. They don't trust their pt sups or the ft sups that THEY promoted, whom THEY supposedly trust to run these operations. So I did so good that I get less people. Eventually the hourlies turn on you as if you wanted to lose a person out of your staffing.</p><p></p><p>Wouldn't it make more sense to leave the extra person in my staffing to prevent potential overload trailers or service failures? Is it not worth it to pay 10/hr for 4 hours to save 35-50+ per hour to send an extra trailer? To save the company grievances in supervisors working just to keep their operation moving? When will corporate open their eyes? When will division managers work together instead of under cutting each other to hit their own goals? I was taught as a supervisor to look at the big picture. I can see the big picture, but can they? do they want to see it?</p><p></p><p>I might be some young pt supervisor and I wasn't here before UPS went public so I don't know everything, but the price of our stock is NOT the end all be all. Customer service should be, employee recognition and morale should be, and this company that I work for doesn't appear to care about any of those things. They care about artificial numbers, and not promoting the best but the mediocre (but hey they graduated with a bachelors!). They talk a big game about integrity, but there isn't any left. I could go on and on...</p></blockquote><p></p>
[QUOTE="RolloTony Brown Town, post: 1255518, member: 42001"] They definitely are asking too much. Instead of using advances in technology to bring hours back down to a reasonable place, they use it as an excuse to bolster stop counts. I don't have a ton of driving experience, but when I drove last year the routes I did learn were generally heavier than the bid driver I was covering for. When is enough enough? They do the same thing to employees inside. Instead of putting it on a driver, they put it on the pt supervisor. You hit your production goal more often than not. Now you get less people to get the job done with. Did it ever occur that my production was so high BECAUSE I had enough people to get the job done? So now division managers and sort managers take a person out of your staffing. A lot of division managers won't even let you staff yourself and manage the hours. They don't trust their pt sups or the ft sups that THEY promoted, whom THEY supposedly trust to run these operations. So I did so good that I get less people. Eventually the hourlies turn on you as if you wanted to lose a person out of your staffing. Wouldn't it make more sense to leave the extra person in my staffing to prevent potential overload trailers or service failures? Is it not worth it to pay 10/hr for 4 hours to save 35-50+ per hour to send an extra trailer? To save the company grievances in supervisors working just to keep their operation moving? When will corporate open their eyes? When will division managers work together instead of under cutting each other to hit their own goals? I was taught as a supervisor to look at the big picture. I can see the big picture, but can they? do they want to see it? I might be some young pt supervisor and I wasn't here before UPS went public so I don't know everything, but the price of our stock is NOT the end all be all. Customer service should be, employee recognition and morale should be, and this company that I work for doesn't appear to care about any of those things. They care about artificial numbers, and not promoting the best but the mediocre (but hey they graduated with a bachelors!). They talk a big game about integrity, but there isn't any left. I could go on and on... [/QUOTE]
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