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will employee relations ever get better??
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<blockquote data-quote="upsdude" data-source="post: 344294" data-attributes="member: 2033"><p>The negative relationship between hourly and management didn’t happen overnight, it took years to develop. I believe the situation will get worse before it ever (if it ever does) gets better. The problem from my perspective is a huge trust issue. Right or wrong, neither party trusts the other. Think of it as a bad marriage, one spouse cheats on the other, or what the heck, they’re both cheating. The cheating spouse because of his or her own actions doesn’t trust the other. No trust, no growth in the relationship. </p><p></p><p>Bash away at management for being the “root of all evil” but that will solve nothing. Management can bash the hourly folks for being the problem. Again, nothing will be solved. </p><p></p><p>If our situation were a marriage we would be in serious need of professional help. UPS uses the ERI to measure employee relations. Someone please tell me what was improved by using ERI results. Our center claimed 100% participation in ERI testing. I have a couple of very trusted and dear friends that didn’t take the survey, neither did I. So, who took it for the others and me? If the company truly cares about employee relations they need to hire an outside consultant to survey and make recommendations. </p><p></p><p>Having typed all that I guess I’m different. I don’t look for UPS to provide anything other than pay for the hours worked. The benefits as well as pay are negotiated items the company agreed to. I don’t expect anything else. </p><p></p><p>Just imagine how unstoppable we could be if the trust level was improved to just 70%.</p></blockquote><p></p>
[QUOTE="upsdude, post: 344294, member: 2033"] The negative relationship between hourly and management didn’t happen overnight, it took years to develop. I believe the situation will get worse before it ever (if it ever does) gets better. The problem from my perspective is a huge trust issue. Right or wrong, neither party trusts the other. Think of it as a bad marriage, one spouse cheats on the other, or what the heck, they’re both cheating. The cheating spouse because of his or her own actions doesn’t trust the other. No trust, no growth in the relationship. Bash away at management for being the “root of all evil” but that will solve nothing. Management can bash the hourly folks for being the problem. Again, nothing will be solved. If our situation were a marriage we would be in serious need of professional help. UPS uses the ERI to measure employee relations. Someone please tell me what was improved by using ERI results. Our center claimed 100% participation in ERI testing. I have a couple of very trusted and dear friends that didn’t take the survey, neither did I. So, who took it for the others and me? If the company truly cares about employee relations they need to hire an outside consultant to survey and make recommendations. Having typed all that I guess I’m different. I don’t look for UPS to provide anything other than pay for the hours worked. The benefits as well as pay are negotiated items the company agreed to. I don’t expect anything else. Just imagine how unstoppable we could be if the trust level was improved to just 70%. [/QUOTE]
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will employee relations ever get better??
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