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<blockquote data-quote="JustTired" data-source="post: 309313" data-attributes="member: 10234"><p>I've got an idea.......</p><p> </p><p>Why not get rid of all the people who deal with the ERI and hire a few more drivers and preloaders? That should go a long way in boosting morale and pride amongst the hourly.</p><p> </p><p>I think most know the whole ERI concept is a joke, anyway. A good percentage don't take it and an even bigger percentage take it for the extra OT. Besides....they never ask the right questions and the choice of responses are too vague in most cases.</p><p> </p><p>Another idea...</p><p> </p><p>Get rid of the "balanced scorecard" concept. How can you judge the performance of a manager when they're prohibited from managing? That so called "scorecard" is not a true reflection of the manager. It's more accurately a reflection of their superior. Unless, of course, the true job description of a center manager is to be the fallguy for those above him. I think I'd pass on that job!</p></blockquote><p></p>
[QUOTE="JustTired, post: 309313, member: 10234"] I've got an idea....... Why not get rid of all the people who deal with the ERI and hire a few more drivers and preloaders? That should go a long way in boosting morale and pride amongst the hourly. I think most know the whole ERI concept is a joke, anyway. A good percentage don't take it and an even bigger percentage take it for the extra OT. Besides....they never ask the right questions and the choice of responses are too vague in most cases. Another idea... Get rid of the "balanced scorecard" concept. How can you judge the performance of a manager when they're prohibited from managing? That so called "scorecard" is not a true reflection of the manager. It's more accurately a reflection of their superior. Unless, of course, the true job description of a center manager is to be the fallguy for those above him. I think I'd pass on that job! [/QUOTE]
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