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<blockquote data-quote="Ricochet1a" data-source="post: 545122" data-attributes="member: 22880"><p>SFA is an annual ritual of FedEx where upper management can do two things at once. They can gauge how effective their operations managers are at creating harmony within their workgroup, and they can gauge the level of frustraton of employees with FedEx's level of compensation. If an Ops Mgr gets "nailed" on two consecutive SFAs (given once each year), they are usually removed. The Ops Mgr is FedEx's frontline defense against hourly employees wanting to certify a union. An Ops Mgr that has employees that are angry at them and FedEx (while other Mgr's have favorable reviews), is a liabilty to FedEx and is more often than not removed. SFA has been traditionally been administered in late March/early April of each year (not this year). Managers prepare for this by being a little more human towards their employees in the weeks leading up to the SFA, then revert to normal FedEx mode after the results are in. </p><p> </p><p>This year SFA was delayed till late May. FedEx performed what they called a "loyalty survey" in January to gauge the level of frustration of employees with FedEx after the taking away of the defined benefit pension plan. It was only administered to a few employees, whereas SFA is given to all employees. The result of the loyalty survey is what caused the SFA to be delayed this year. It didn't help. FedEx got slaughtered. This in combination with the lack of results in lobbying the Senate to preserve the RLA classification is what led to the decision to start the media blitz Tuesday. </p><p> </p><p>Supposedly the SFA "process" is what the acronym suggests: Survey then Feedback on the Survey (workgroup meeting with Mgr to discuss results), then the company is supposed to take Action. It is a joke. The workgroup meeting is a vent session. The employees talk about everything that is wrong, the manager takes furious notes, and then afterwards writes up a report with the suggestions and most common problems discussed. This is sent up the chain of command, and a summary report is created. If common themes present themselves, they can be addressed by corporate. It is in reality a barometer of employee frustration with the company. Most employees recognize this after a couple of years of employment (the things that were problems in the last SFA never got "fixed"). They learn that what they see as problems are not problems for FedEx, and will never get addressed. This is when they become disillisioned with the entire process and begin to wonder what they've gotten themselves into.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 545122, member: 22880"] SFA is an annual ritual of FedEx where upper management can do two things at once. They can gauge how effective their operations managers are at creating harmony within their workgroup, and they can gauge the level of frustraton of employees with FedEx's level of compensation. If an Ops Mgr gets "nailed" on two consecutive SFAs (given once each year), they are usually removed. The Ops Mgr is FedEx's frontline defense against hourly employees wanting to certify a union. An Ops Mgr that has employees that are angry at them and FedEx (while other Mgr's have favorable reviews), is a liabilty to FedEx and is more often than not removed. SFA has been traditionally been administered in late March/early April of each year (not this year). Managers prepare for this by being a little more human towards their employees in the weeks leading up to the SFA, then revert to normal FedEx mode after the results are in. This year SFA was delayed till late May. FedEx performed what they called a "loyalty survey" in January to gauge the level of frustration of employees with FedEx after the taking away of the defined benefit pension plan. It was only administered to a few employees, whereas SFA is given to all employees. The result of the loyalty survey is what caused the SFA to be delayed this year. It didn't help. FedEx got slaughtered. This in combination with the lack of results in lobbying the Senate to preserve the RLA classification is what led to the decision to start the media blitz Tuesday. Supposedly the SFA "process" is what the acronym suggests: Survey then Feedback on the Survey (workgroup meeting with Mgr to discuss results), then the company is supposed to take Action. It is a joke. The workgroup meeting is a vent session. The employees talk about everything that is wrong, the manager takes furious notes, and then afterwards writes up a report with the suggestions and most common problems discussed. This is sent up the chain of command, and a summary report is created. If common themes present themselves, they can be addressed by corporate. It is in reality a barometer of employee frustration with the company. Most employees recognize this after a couple of years of employment (the things that were problems in the last SFA never got "fixed"). They learn that what they see as problems are not problems for FedEx, and will never get addressed. This is when they become disillisioned with the entire process and begin to wonder what they've gotten themselves into. [/QUOTE]
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