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Fedex up $2.65 today Ups +$.41
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<blockquote data-quote="wkmac" data-source="post: 203680" data-attributes="member: 2189"><p>They don't have to because look at your employee retention rate! And while you are at it, look at the retention rate among fulltimers which use to never move in a negative direction to any degree. That is not the case anymore. Or better yet, look at the management retention rate which in years past you had to kill em' to get them to leave. Now that percentage is increasing and ticking upwards.</p><p> </p><p>And still, what has that done for the stock price? </p><p> </p><p>Nuttin' Honey!</p><p> </p><p>Better yet, I'll ask this question. What is the cost to the company and it's bottomline to be in constant training mode because of excess turnover in the PT ranks? What is the cost per new employee that walks out the back door as fast as they walked in the front door? What is the cost to the company to maintain gimmick programs of freebies and giveaways to promote retention and even safety as you spend enormous amounts of time and effort in a constant training mode to try and maintain quality internal service while at the same time pass continuous internal and some external safety audits? How much does all that cost? What does a corp. retention program cost with it's program manager, admin staff and the resulting, continuous conference calls and other meeting just to address this one never solved isue?</p><p> </p><p>What about the cost of training a new driver to replace an old driver that after 10 years got sick of it all and left to go elsewhere? Using the average, how long does it take that rookie driver to gain the knowledge and instincts of that veteran that just walked out? What will be the cost until expeience brings them up to speed?</p><p> </p><p>Same question as for the management folks that walk out?</p><p> </p><p>From the hourly ranks, is it you contention that the IE group and it's corp plan as well as local business plans are running fat with employee staffing? If there is fattness, it's management who have authorized the fat in the first place and much of that is due to the fact that management is either to lazy or to afraid to stand up and address the attendance problems running rampent in our company. Do that and you just might see some areas of overall staffing drop and the need for non-attendance coverage won't be needed.</p><p> </p><p>On the other hand your idea might seem cost effective until you look deeper into the process and realize there are costs built in there as well. You can bet as much as Glenlake wants the stock to go up, if canning 1000 union members would do it, it would happen and if you looked you'd probably see that many quitting on a regular basis anyway and the stock price hasn't moved so there you go!</p><p> </p><p>JMO</p></blockquote><p></p>
[QUOTE="wkmac, post: 203680, member: 2189"] They don't have to because look at your employee retention rate! And while you are at it, look at the retention rate among fulltimers which use to never move in a negative direction to any degree. That is not the case anymore. Or better yet, look at the management retention rate which in years past you had to kill em' to get them to leave. Now that percentage is increasing and ticking upwards. And still, what has that done for the stock price? Nuttin' Honey! Better yet, I'll ask this question. What is the cost to the company and it's bottomline to be in constant training mode because of excess turnover in the PT ranks? What is the cost per new employee that walks out the back door as fast as they walked in the front door? What is the cost to the company to maintain gimmick programs of freebies and giveaways to promote retention and even safety as you spend enormous amounts of time and effort in a constant training mode to try and maintain quality internal service while at the same time pass continuous internal and some external safety audits? How much does all that cost? What does a corp. retention program cost with it's program manager, admin staff and the resulting, continuous conference calls and other meeting just to address this one never solved isue? What about the cost of training a new driver to replace an old driver that after 10 years got sick of it all and left to go elsewhere? Using the average, how long does it take that rookie driver to gain the knowledge and instincts of that veteran that just walked out? What will be the cost until expeience brings them up to speed? Same question as for the management folks that walk out? From the hourly ranks, is it you contention that the IE group and it's corp plan as well as local business plans are running fat with employee staffing? If there is fattness, it's management who have authorized the fat in the first place and much of that is due to the fact that management is either to lazy or to afraid to stand up and address the attendance problems running rampent in our company. Do that and you just might see some areas of overall staffing drop and the need for non-attendance coverage won't be needed. On the other hand your idea might seem cost effective until you look deeper into the process and realize there are costs built in there as well. You can bet as much as Glenlake wants the stock to go up, if canning 1000 union members would do it, it would happen and if you looked you'd probably see that many quitting on a regular basis anyway and the stock price hasn't moved so there you go! JMO [/QUOTE]
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Fedex up $2.65 today Ups +$.41
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