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Does UPS management have a monthly quota on warning letters?
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<blockquote data-quote="LongTimeComing" data-source="post: 1081337" data-attributes="member: 45493"><p>Could you shove any more assumptions into that 'assessment' of a sticky note? Lets slow down here and think about it logically. </p><p></p><p>1. Is it wrong to discover a problem, and decide to focus on it to fix the problem? Nope. That's how humans have solved problems for...um, ever?</p><p></p><p>2. Do you honestly think that LOW performers are meeting the goals? When managers are talking about 'lowest performers', they are talking about those who are showing up on reports for various reasons...UPS doesn't set their goals low. Low performers aren't meeting the standards.</p><p> We DO use language for various reasons when talking about people who may be making the goals, but just barely. Most places and managers refer to these individuals/departments/ops areas as "least best". If the goal is 50, we want to touch base with people who only ever make 50 when everyone else is 60 and above. There could be a small issue that could magnify if ignored.</p><p></p><p>3. You seem to have an issue with the usage of the word "target". It's a commonly used term in the numbers game that most upper management get to play. When all they do is crunch numbers on conference calls and compare them with goals and measures set by the company....they need to target their weak spots. And when you target a weak spot, it's because they were shooting for a certain number (the "target" goal) and didn't hit the target. So they need to target the lowest performers. It's not being used maliciously.</p><p></p><p>I think you may simply have over-analyzed what you saw. It was a note from the boss. That's it.</p></blockquote><p></p>
[QUOTE="LongTimeComing, post: 1081337, member: 45493"] Could you shove any more assumptions into that 'assessment' of a sticky note? Lets slow down here and think about it logically. 1. Is it wrong to discover a problem, and decide to focus on it to fix the problem? Nope. That's how humans have solved problems for...um, ever? 2. Do you honestly think that LOW performers are meeting the goals? When managers are talking about 'lowest performers', they are talking about those who are showing up on reports for various reasons...UPS doesn't set their goals low. Low performers aren't meeting the standards. We DO use language for various reasons when talking about people who may be making the goals, but just barely. Most places and managers refer to these individuals/departments/ops areas as "least best". If the goal is 50, we want to touch base with people who only ever make 50 when everyone else is 60 and above. There could be a small issue that could magnify if ignored. 3. You seem to have an issue with the usage of the word "target". It's a commonly used term in the numbers game that most upper management get to play. When all they do is crunch numbers on conference calls and compare them with goals and measures set by the company....they need to target their weak spots. And when you target a weak spot, it's because they were shooting for a certain number (the "target" goal) and didn't hit the target. So they need to target the lowest performers. It's not being used maliciously. I think you may simply have over-analyzed what you saw. It was a note from the boss. That's it. [/QUOTE]
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Does UPS management have a monthly quota on warning letters?
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