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Anyone know what to expect regarding mgmt raises?
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<blockquote data-quote="tieguy" data-source="post: 719575" data-attributes="member: 1912"><p>The problem with the concept is the measurement again is flawed. your qpr generally has some elements specific to your responsibility but many that are team numbers or numbers completely out of your control. As such until we develop a measurement that totally isolates your performance the concept of basing raises on it is flawed. </p><p> </p><p>I have a full time supervisor that I think does a terrific job. She is not particularly creative may not advance to a manager but she is very good at what she does and she is hard as nails. She will ride 6 days a week work all kinds of crazy hours and do whatever the team needs. I couldn't get her the raise she deserved because someone at a higher level decided she did not do enough to hold her people accountable. Shouldn't I be the person to decide that she did not do enough? Shouldn't I be the person to determine her value to the team? Instead the raises were decided at the divison and ops manager level and handed to me when it became time to review them.</p><p> </p><p>its kind of funny. As a manger I'm allowed to hold people accoutable for the negatives and held accountable for the failures of the team but I'm blocked from having any imput when it comes time to reward the team for their contributions.</p><p> </p><p>I have seen and met many fine people at the corporate level who believe in changing the ways we treat our people. Unfortunately they are not strong enough to dictate policy yet. Maybe before I retire.</p></blockquote><p></p>
[QUOTE="tieguy, post: 719575, member: 1912"] The problem with the concept is the measurement again is flawed. your qpr generally has some elements specific to your responsibility but many that are team numbers or numbers completely out of your control. As such until we develop a measurement that totally isolates your performance the concept of basing raises on it is flawed. I have a full time supervisor that I think does a terrific job. She is not particularly creative may not advance to a manager but she is very good at what she does and she is hard as nails. She will ride 6 days a week work all kinds of crazy hours and do whatever the team needs. I couldn't get her the raise she deserved because someone at a higher level decided she did not do enough to hold her people accountable. Shouldn't I be the person to decide that she did not do enough? Shouldn't I be the person to determine her value to the team? Instead the raises were decided at the divison and ops manager level and handed to me when it became time to review them. its kind of funny. As a manger I'm allowed to hold people accoutable for the negatives and held accountable for the failures of the team but I'm blocked from having any imput when it comes time to reward the team for their contributions. I have seen and met many fine people at the corporate level who believe in changing the ways we treat our people. Unfortunately they are not strong enough to dictate policy yet. Maybe before I retire. [/QUOTE]
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Anyone know what to expect regarding mgmt raises?
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