Cactus
Just telling it like it is
That just proves that the SFA’s are totally worthless.We didn’t even have follow up meetings last year.
That just proves that the SFA’s are totally worthless.We didn’t even have follow up meetings last year.
Fred’s too cheap to buy a couple of pizzas. In his mind that would bankrupt the company.I stopped going to the follow up meetings years ago because they are the biggest joke.
When I first started, they brought in a huge spread because you were guaranteed to be there for 2, 21/2 hours. Now they don't even order a couple of pizzas because you're only in there for 15 minutes and they don't even talk about anything other than their score.
Fred’s too cheap to buy a couple of pizzas. In his mind that would bankrupt the company.
Fred’s too cheap to buy a couple of pizzas. In his mind that would bankrupt the company.
What's a "follow-up" meeting?
Oh yeah, that's the thing our manager called a "waste of time"!
Have you been living in fantasyland long?He's probably right. Often, no one says anything about the SFA issues. Crickets. But they'll pee and moan until the very end about all sorts of non-SFA crap. For example, a manager scores poorly on [whatever] question every year. It's brought up at the followup meeting and no one says anything. Six months later Jim complains about an SFA issue and says, "You'd think he'd stop doing [whatever] considering how bad we score him for it on the SFA."
How is he supposed to know that [whatever] is perceived poorly when no one ever brings it up during the followup? The "action" part of the SFA is only as good as the "feedback" that precedes it.
GOYKS!My manager is the best one I’ve ever had and I scored him accordingly. Love him to death! And yes, there was food. Lol.
Because it's supposed to be Anonymous, numnuts.He's probably right. Often, no one says anything about the SFA issues. Crickets. But they'll pee and moan until the very end about all sorts of non-SFA crap. For example, a manager scores poorly on [whatever] question every year. It's brought up at the followup meeting and no one says anything. Six months later Jim complains about an SFA issue and says, "You'd think he'd stop doing [whatever] considering how bad we score him for it on the SFA."
How is he supposed to know that [whatever] is perceived poorly when no one ever brings it up during the followup? The "action" part of the SFA is only as good as the "feedback" that precedes it.
Clueless comment there. I see you're still an undeniable corporate apologist.He's probably right. Often, no one says anything about the SFA issues. Crickets. But they'll pee and moan until the very end about all sorts of non-SFA crap. For example, a manager scores poorly on [whatever] question every year. It's brought up at the followup meeting and no one says anything. Six months later Jim complains about an SFA issue and says, "You'd think he'd stop doing [whatever] considering how bad we score him for it on the SFA."
How is he supposed to know that [whatever] is perceived poorly when no one ever brings it up during the followup? The "action" part of the SFA is only as good as the "feedback" that precedes it.
A mgr I worked for in Florida had hypertension and blew up constantly over nothing. Our SFA meetings would have him glaring at us when we came to a question he did poorly on. It was as if he was daring us to speak up and no one would.Clueless comment there. I see you're still an undeniable corporate apologist.
Pathetic.
When was the last time couriers were given the chance to voice their concerns during an SFA meeting? It's all designed so they can't.
Have you seen what some post on the 'FedEx Employees' Facebook page? It's amazing some of them don't get fired.Probably hard to be critical of the company with your name and photo displayed on Facebook.
All depends if social media is the Memphis “flavor of the week.” One week it’s van scans, the next week it’s backing accidents, etc.Have you seen what some post on the 'FedEx Employees' Facebook page? It's amazing some of them don't get fired.
How bout we NOT look at it that way and just look at it as a job instead of a complicated situation like you suggest.Guys look at it this way. That SM's management style, philosophy and performance is a commodity with a certain value that he can market to the company or other companies for the purpose of personal economic gain and career advancement . What they want from you is your personal endorsement of that commodity. Therefore, your endorsement of that commodity has value and you should be compensated accordingly. The problem is and in keeping with the nature of that company as a whole they want it for free, something for nothing. So the next time around don't forget to bring up the issue of uncompensated product endorsement as a condition of employment. While you may as a condition of employment be required to promote the brand as a whole does that include the personal careers of managers?
Oh, I get it. I made some less than glorifying comments about that company and it's management and we know how sensitive you are when it comes to such comments. Well then, there's only one thing left to do...... get over it.How bout we NOT look at it that way and just look at it as a job instead of a complicated situation like you suggest.
Nope. You took a.simple explanation and tried to complicate it with your USUAL rhetoric. Kind of like when you lied about your great business dealings with Amazin stock.Oh, I get it. I made some less than glorifying comments about that company and it's management and we know how sensitive you are when it comes to such comments. Well then, there's only one thing left to do...... get over it.
I have never once owned a share of "Amazin" stock. In fact I can't find it listed anywhere on any exchange. It is it an OTC stock?Nope. You took a.simple explanation and tried to complicate it with your USUAL rhetoric. Kind of like when you lied about your great business dealings with Amazin stock.
Normalcy returns.....Aasnd they’re off.....