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<blockquote data-quote="soberups" data-source="post: 646697" data-attributes="member: 14668"><p>In my almost 23 years with UPS I have witnessed enough monumentally stupid decisions made by various levels of management that nothing you told me now would really surprise me.</p><p> </p><p>Its not that they are stupid managers; rather, they are smart managers doing stupid things in order to make themselves look better on paper.</p><p> </p><p>For whatever reason...it makes a manager look better on paper when each helper has 40 stops in his DIAD, even when the process of obtaining that statistic is counterproductive to the operation.</p><p> </p><p>Yet another example of the all-too-common scenario at UPS; its not <em>what </em>you accomplish that leads to promotion, its how good you look on paper <em>pretending</em> to accomplish it.</p><p> </p><p>This sort of counterproductive behavior is why I have always felt that compensation for management people should be based upon years served rather than level attained. I have had the privelege of working for some truly gifted on-car and center-level managers who would nonetheless be out of their depth if they tried to climb any further up the ladder. Such people should be rewarded for staying at the level that they have proven to be<em> best</em> at, rather than have to try to exceed their abilities in order to make more money.</p><p> </p><p>Such an approach would help to eliminate a lot of the counterproductive silliness we often see when supervisors manipulate meaningless statistics (40 stops per helper DIAD) in order to make themselves look better. Supervisors would have the freedom to do the <em>right</em> thing, the <em>smart</em> thing, rather than focusing on that which will help them get promoted.</p><p> </p><p>As you once said...when the number itself becomes more important than the business element it was intended to measure, we have a problem.</p></blockquote><p></p>
[QUOTE="soberups, post: 646697, member: 14668"] In my almost 23 years with UPS I have witnessed enough monumentally stupid decisions made by various levels of management that nothing you told me now would really surprise me. Its not that they are stupid managers; rather, they are smart managers doing stupid things in order to make themselves look better on paper. For whatever reason...it makes a manager look better on paper when each helper has 40 stops in his DIAD, even when the process of obtaining that statistic is counterproductive to the operation. Yet another example of the all-too-common scenario at UPS; its not [I]what [/I]you accomplish that leads to promotion, its how good you look on paper [I]pretending[/I] to accomplish it. This sort of counterproductive behavior is why I have always felt that compensation for management people should be based upon years served rather than level attained. I have had the privelege of working for some truly gifted on-car and center-level managers who would nonetheless be out of their depth if they tried to climb any further up the ladder. Such people should be rewarded for staying at the level that they have proven to be[I] best[/I] at, rather than have to try to exceed their abilities in order to make more money. Such an approach would help to eliminate a lot of the counterproductive silliness we often see when supervisors manipulate meaningless statistics (40 stops per helper DIAD) in order to make themselves look better. Supervisors would have the freedom to do the [I]right[/I] thing, the [I]smart[/I] thing, rather than focusing on that which will help them get promoted. As you once said...when the number itself becomes more important than the business element it was intended to measure, we have a problem. [/QUOTE]
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