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<blockquote data-quote="pretzel_man" data-source="post: 276787" data-attributes="member: 927"><p>Boiled, I think you're missing a big point.</p><p> </p><p>In the late seventies, UPS went through a major growth period. Its when we expanded to the entire contintinental US. The people hired at that time are nearing retirement right now.</p><p> </p><p>I heard that very high percent of district managers will be retiring in the next 5 years. This opens up slots for 22's, 18's, etc.</p><p> </p><p>Your other point on no stock growth is valid. I think this is our biggest problem. It used to be that you worked hard all year, and at least when you saw the stock grow, you knew why you worked so hard.</p><p> </p><p>We need to get the stock to grow. The company needs to grow. </p><p> </p><p>The management committee tried to tie incentive to areas that spark growth... I guess we'll see if that works. </p><p> </p><p>I hope it does, because we're not going back.</p><p> </p><p>P-Man</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 276787, member: 927"] Boiled, I think you're missing a big point. In the late seventies, UPS went through a major growth period. Its when we expanded to the entire contintinental US. The people hired at that time are nearing retirement right now. I heard that very high percent of district managers will be retiring in the next 5 years. This opens up slots for 22's, 18's, etc. Your other point on no stock growth is valid. I think this is our biggest problem. It used to be that you worked hard all year, and at least when you saw the stock grow, you knew why you worked so hard. We need to get the stock to grow. The company needs to grow. The management committee tried to tie incentive to areas that spark growth... I guess we'll see if that works. I hope it does, because we're not going back. P-Man [/QUOTE]
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