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<blockquote data-quote="beentheredonethat" data-source="post: 245931" data-attributes="member: 4886"><p>P-Man, </p><p> I understand change, what I don't understand is the way we do it. Want to change the MIP plan? Fine. But come out with a yardstick that will say exactly what it will be and exactly how it will be calculated. For ex element one, make goal (clearly definite it btw) and you get x, miss it by y%, lose y% from the x. So forth and so one. If they are such important goals, At least have a couple years in a row with the same goals. Want to grow the business? Great. in past we had the philosophy of let's not build new buildings until we absolutely had to and then we would build a building. Made us lots of money when there was no competition, and customers couldn't do a lot about asking for later pickups etc. FDX has the "Field of dreams" philosophy of if we built it, then they'll come. They are pretty successful at that. They fly to airports we don't, allowing later pickups and earlier arrivals then UPS can. How do you grow the business, when FDX can beat us by an easy 30 - 45 minutes on pickup time for air? However, we don't do that, since it may cost money. We have one customer that receives 500 NDA ltrs/day just from us. This same customer gets about 1400 day in total, between UPS, FDX, DHL and USPS. They are asking to have earlier deliveries. To get it earlier would require an air driver to be added and drive straight from airport. We won't do this, since it will cost too much money. We tried telling IE that 1 PT air driver isn't that big of a deal considering we could lose 500 NDA's Day. At same time if we do it we stand to get even more NDA's a day. Seems a pretty easy way of keeping the business and growing it. Also, when it comes to people, I think part of the reason we had such a great crew of both mgmt and hourly was due to the good pay rate we receive. However, our future drivers and our future mgmt have and will continue to come primarily from the PT work force. As time has gone by, the pay has been stagnant and the starting pay is getting very close to what the minimum wage is in some states. How can we attract good PT'ers if we don't have a good pay rate???? I know we give benefits, and that helps to attract some workers. Usually the workforce we want to attract 18-22 year old college students don't care about medical. They want cash (I know there's tuitition also). If we don't attract the best, brightest and hardest working. What will our future drivers and future mgmt be like? In short, a fair day's work for a fair day's pay for these pt folks. I'll get off my soap box now.</p></blockquote><p></p>
[QUOTE="beentheredonethat, post: 245931, member: 4886"] P-Man, I understand change, what I don't understand is the way we do it. Want to change the MIP plan? Fine. But come out with a yardstick that will say exactly what it will be and exactly how it will be calculated. For ex element one, make goal (clearly definite it btw) and you get x, miss it by y%, lose y% from the x. So forth and so one. If they are such important goals, At least have a couple years in a row with the same goals. Want to grow the business? Great. in past we had the philosophy of let's not build new buildings until we absolutely had to and then we would build a building. Made us lots of money when there was no competition, and customers couldn't do a lot about asking for later pickups etc. FDX has the "Field of dreams" philosophy of if we built it, then they'll come. They are pretty successful at that. They fly to airports we don't, allowing later pickups and earlier arrivals then UPS can. How do you grow the business, when FDX can beat us by an easy 30 - 45 minutes on pickup time for air? However, we don't do that, since it may cost money. We have one customer that receives 500 NDA ltrs/day just from us. This same customer gets about 1400 day in total, between UPS, FDX, DHL and USPS. They are asking to have earlier deliveries. To get it earlier would require an air driver to be added and drive straight from airport. We won't do this, since it will cost too much money. We tried telling IE that 1 PT air driver isn't that big of a deal considering we could lose 500 NDA's Day. At same time if we do it we stand to get even more NDA's a day. Seems a pretty easy way of keeping the business and growing it. Also, when it comes to people, I think part of the reason we had such a great crew of both mgmt and hourly was due to the good pay rate we receive. However, our future drivers and our future mgmt have and will continue to come primarily from the PT work force. As time has gone by, the pay has been stagnant and the starting pay is getting very close to what the minimum wage is in some states. How can we attract good PT'ers if we don't have a good pay rate???? I know we give benefits, and that helps to attract some workers. Usually the workforce we want to attract 18-22 year old college students don't care about medical. They want cash (I know there's tuitition also). If we don't attract the best, brightest and hardest working. What will our future drivers and future mgmt be like? In short, a fair day's work for a fair day's pay for these pt folks. I'll get off my soap box now. [/QUOTE]
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