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UPS Partners
New Pt Dock Sup seeking advice
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<blockquote data-quote="TSup" data-source="post: 1025321" data-attributes="member: 10410"><p>If the misloads are truly the preloaders and not those on the slide then you need to follow progressive discipline. As a Supervisor we can work with and check Preloader cars all we want, but bottom line is the employee that needs to be responsible for their work. If they think all you are going to do is talk about the issue they will continue to do the mediocre job you allow. What are your expectations for your employees? What I mean is what are your expectations for misload frequency and are your employees aware of this? If they are averaging 4-5 a day that's something like 1/300 which is not acceptable. You need to make sure that the employees are aware of your expectations, based on where you are at 1/1000 would be a good starting point. Secondly are you recognizing those who don't have a problem? Are you posting the misloads each day? Each day we review previous days misloads and each Monday we also review each employees frequency for the previous week, giving praise as well for those who did well. Run a misload competition for a period of time, maybe 2 weeks with some sort of prize to those who beat your 1/1000 goal for that period, doesn't have to be a big prize, but trust me recognizing those who do the job well is not only the right thing to do, but goes a long way with everyone. But in the end, if an employee can not do the job, and you have not only TW him, but worked with him, you need to follow progressive discipline. My experience has shown that miraculously once they are issued a Warning Letter the problem somehow fixes itself. Sorry for the long post.</p></blockquote><p></p>
[QUOTE="TSup, post: 1025321, member: 10410"] If the misloads are truly the preloaders and not those on the slide then you need to follow progressive discipline. As a Supervisor we can work with and check Preloader cars all we want, but bottom line is the employee that needs to be responsible for their work. If they think all you are going to do is talk about the issue they will continue to do the mediocre job you allow. What are your expectations for your employees? What I mean is what are your expectations for misload frequency and are your employees aware of this? If they are averaging 4-5 a day that's something like 1/300 which is not acceptable. You need to make sure that the employees are aware of your expectations, based on where you are at 1/1000 would be a good starting point. Secondly are you recognizing those who don't have a problem? Are you posting the misloads each day? Each day we review previous days misloads and each Monday we also review each employees frequency for the previous week, giving praise as well for those who did well. Run a misload competition for a period of time, maybe 2 weeks with some sort of prize to those who beat your 1/1000 goal for that period, doesn't have to be a big prize, but trust me recognizing those who do the job well is not only the right thing to do, but goes a long way with everyone. But in the end, if an employee can not do the job, and you have not only TW him, but worked with him, you need to follow progressive discipline. My experience has shown that miraculously once they are issued a Warning Letter the problem somehow fixes itself. Sorry for the long post. [/QUOTE]
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