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for management personel
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<blockquote data-quote="dannyboy" data-source="post: 675948" data-attributes="member: 484"><p>well the silence is deafening. wonder why nobody knows?</p><p> </p><p>mmfi</p><p> </p><p>make me feel important!</p><p> </p><p>classic ups issue, isnt it? instead of making the employee feel like they are a valued asset to the company, instead we are portrayed a liability, something to be avoided at all costs. and the few sups that actually address the value issue keep repeating "there are thousands of people that would take your job tomorrow"</p><p> </p><p>makes the employee feel important?</p><p> </p><p>mmfa</p><p> </p><p>make me feel appreciated.</p><p> </p><p>nothing says you or your effort is appreciated like screwing up your plans for the evening by making service, then when you return to the center, all you hear is that you are about out of hours, and you need to get off the clock. then in the am, all you catch is how you looked on the reports for the center team, and none of it good.</p><p> </p><p>why is the i dont give a biggun mentality spreading? because management spends endless hours finding fault, but milliseconds showing appreciation to its employees. usually reserved at the retirement party.</p><p> </p><p>so why is it this way? jim casey did not leave this type of legacy. it has developed on its own, with blessings from above. people that are too focused on bottom line earning, instead of improving what has made this company what it is.</p><p> </p><p>shame</p><p> </p><p>d</p></blockquote><p></p>
[QUOTE="dannyboy, post: 675948, member: 484"] well the silence is deafening. wonder why nobody knows? mmfi make me feel important! classic ups issue, isnt it? instead of making the employee feel like they are a valued asset to the company, instead we are portrayed a liability, something to be avoided at all costs. and the few sups that actually address the value issue keep repeating "there are thousands of people that would take your job tomorrow" makes the employee feel important? mmfa make me feel appreciated. nothing says you or your effort is appreciated like screwing up your plans for the evening by making service, then when you return to the center, all you hear is that you are about out of hours, and you need to get off the clock. then in the am, all you catch is how you looked on the reports for the center team, and none of it good. why is the i dont give a biggun mentality spreading? because management spends endless hours finding fault, but milliseconds showing appreciation to its employees. usually reserved at the retirement party. so why is it this way? jim casey did not leave this type of legacy. it has developed on its own, with blessings from above. people that are too focused on bottom line earning, instead of improving what has made this company what it is. shame d [/QUOTE]
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