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<blockquote data-quote="randomUPSISer" data-source="post: 682188" data-attributes="member: 24399"><p>Feel free to explain to me how UPS's corporate balanced scorecard isnt extremely lopsided. I'd really like to see reasoning. </p><p></p><p>As for placing the shareholders last? Not at all. A well run company knows that by having the best of the best in terms of employees, it actually benefits the shareholders because those employees are able to make more money for the shareholders long term. It may look good on paper short term to drive away intelligent employees, but long term those people arent there to come up with the great ideas that help the company. </p><p></p><p>Districts laying off 1800? I actually applaud that one. Without a doubt UPS is middle management heavy in ALL areas. A wise one once said that a manager should be able to justify having at least 15 direct reports to their peers for the work the "group" is doing. If they cant, then either the work isnt that important, or you have too many managers. Even within I.S., there are too many chiefs and not enough indians. Its no secret. If I were planning to drive away workforce, I'd start there. I can think of 2 layers of upper management within I.S. alone that could be chopped out and noone would notice. I'm sure every group within UPS is like that. Multiply that across the organization, and youd find out there is a TON of money to be saved, and work wouldnt suffer a bit since we would still have all the worker bees.</p><p></p><p>As for "its not true the best and brightest are leaving". How do you know? Last I looked, there is no way to "measure" best and brightest. Sure, there is QPR, but its more reflective on you of what youve been asked to do, and how well your manager likes you than anything else. I've known some extrodinarily bright people with terrible QPR scores. I've also known some extrodinarily worthless people with great QPR scores. Its all up to the raters and how well you get along with your manager.</p></blockquote><p></p>
[QUOTE="randomUPSISer, post: 682188, member: 24399"] Feel free to explain to me how UPS's corporate balanced scorecard isnt extremely lopsided. I'd really like to see reasoning. As for placing the shareholders last? Not at all. A well run company knows that by having the best of the best in terms of employees, it actually benefits the shareholders because those employees are able to make more money for the shareholders long term. It may look good on paper short term to drive away intelligent employees, but long term those people arent there to come up with the great ideas that help the company. Districts laying off 1800? I actually applaud that one. Without a doubt UPS is middle management heavy in ALL areas. A wise one once said that a manager should be able to justify having at least 15 direct reports to their peers for the work the "group" is doing. If they cant, then either the work isnt that important, or you have too many managers. Even within I.S., there are too many chiefs and not enough indians. Its no secret. If I were planning to drive away workforce, I'd start there. I can think of 2 layers of upper management within I.S. alone that could be chopped out and noone would notice. I'm sure every group within UPS is like that. Multiply that across the organization, and youd find out there is a TON of money to be saved, and work wouldnt suffer a bit since we would still have all the worker bees. As for "its not true the best and brightest are leaving". How do you know? Last I looked, there is no way to "measure" best and brightest. Sure, there is QPR, but its more reflective on you of what youve been asked to do, and how well your manager likes you than anything else. I've known some extrodinarily bright people with terrible QPR scores. I've also known some extrodinarily worthless people with great QPR scores. Its all up to the raters and how well you get along with your manager. [/QUOTE]
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