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How to survive peak
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<blockquote data-quote="UPS Lifer" data-source="post: 438123" data-attributes="member: 9789"><p>Rod, I appreciate your perspective and really do understand it. </p><p></p><p>As a manager...</p><p></p><p>I guess I just do not agree with "categorizing" a segment of employees. The closest I have come to the "pigeon hole" is with PT supervisors and I regret that as well. Sometimes when I pigeon hole people I will look for ways to stuff a person into the category that I have defined for them. If I do that, I will have a colored view of that person and lose my perspective on working with them. </p><p></p><p>On the reverse side...</p><p>I have seen management do it with drivers or with the union as well. I will be the first to take a management person aside and counsel them. Other pigeon hole categories that I have seen are IE Reps and AEs. </p><p></p><p>It is best to set the pre-conceived notions aside to be able to work in a constructive manner with each person.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 438123, member: 9789"] Rod, I appreciate your perspective and really do understand it. As a manager... I guess I just do not agree with "categorizing" a segment of employees. The closest I have come to the "pigeon hole" is with PT supervisors and I regret that as well. Sometimes when I pigeon hole people I will look for ways to stuff a person into the category that I have defined for them. If I do that, I will have a colored view of that person and lose my perspective on working with them. On the reverse side... I have seen management do it with drivers or with the union as well. I will be the first to take a management person aside and counsel them. Other pigeon hole categories that I have seen are IE Reps and AEs. It is best to set the pre-conceived notions aside to be able to work in a constructive manner with each person. [/QUOTE]
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