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Please help..freaking out..husband fired for accident
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<blockquote data-quote="wrenny" data-source="post: 311552" data-attributes="member: 14524"><p><strong>Unfortunately, I have to say that you are right. I've worked for UPS and </strong></p><p><strong>Fed Ex Ground. I have worked as a Building Manager. There are some Supv. and Managers that don't see the big picture. They want to make their DashBoard numbers for the week and avoid getting screamed at in conference calls every day.</strong></p><p><strong>Some Managers are insecure and don't trust the big picture in the end -the end of the year. They focus on the day and the year and try to cut costs after getting screamed at in a meeting on the topic of the day. I've had open positions and I've had times of filled positions. I've always saved costs in years in which I have had the lowest turnover and fully filled positions. Some managers don't believe in themselves or their people enough to ignore the conference call rants. </strong></p><p><strong>I've always gone against cutting driver pay blindly and wildly. Because you usually suffer in service if you don't have everything planned out for a smooth consolidation of routes. There is a strong push from the top to cut driver pay. And it's always going to be a trade off between DP and service. In an IC model you can let a route disappear and save by not replacing it and doing a re-route amongst the closest IC's. I've usually avoided firing people. When a route becomes open at $65,000.00 you usually cut it in half and parcel it out to the remaining IC's. But in the employee model, you have to go by the contract most of the time, give it to a newcomer or push for route consolidation. A big interview question for Building Managers is their DP and what have they did to reduce it. DP is a very hot button. The best Building Managers keep DP in line without destroying Service or their building. I had a chance to cut my DP by an extra 10%, but I refused, because I already made my goal for the year. (I don't care about bonus's you get for reducing DP costs). Most Managers are stupid and go for broke, and then they find out that now upper management has raised their DP goals. If your DP goal is to reduce DP by 5% for the year, never do it by 20%, because next year your goal will be 25% and you will have no Service or building left to manage. </strong></p><p><strong>And believe me when I say that I DO NOT CARE ABOUT MY DP REDUCTION BONUS!! I WILLINGLY GAVE UP AN EXTRA $7,000.00 IN A BONUS FOR THE YEAR BECAUSE I REFUSED TO DESTROY MY BUILDING AND RIDE MY PEOPLE. I got that money back tenfold in shorter work hours, never having to be called at home, excellent service numbers, no managers out delivering or training and never having to worry about any routes... they were fully staffed and ran themselves.</strong></p></blockquote><p></p>
[QUOTE="wrenny, post: 311552, member: 14524"] [B]Unfortunately, I have to say that you are right. I've worked for UPS and [/B] [B]Fed Ex Ground. I have worked as a Building Manager. There are some Supv. and Managers that don't see the big picture. They want to make their DashBoard numbers for the week and avoid getting screamed at in conference calls every day.[/B] [B]Some Managers are insecure and don't trust the big picture in the end -the end of the year. They focus on the day and the year and try to cut costs after getting screamed at in a meeting on the topic of the day. I've had open positions and I've had times of filled positions. I've always saved costs in years in which I have had the lowest turnover and fully filled positions. Some managers don't believe in themselves or their people enough to ignore the conference call rants. [/B] [B]I've always gone against cutting driver pay blindly and wildly. Because you usually suffer in service if you don't have everything planned out for a smooth consolidation of routes. There is a strong push from the top to cut driver pay. And it's always going to be a trade off between DP and service. In an IC model you can let a route disappear and save by not replacing it and doing a re-route amongst the closest IC's. I've usually avoided firing people. When a route becomes open at $65,000.00 you usually cut it in half and parcel it out to the remaining IC's. But in the employee model, you have to go by the contract most of the time, give it to a newcomer or push for route consolidation. A big interview question for Building Managers is their DP and what have they did to reduce it. DP is a very hot button. The best Building Managers keep DP in line without destroying Service or their building. I had a chance to cut my DP by an extra 10%, but I refused, because I already made my goal for the year. (I don't care about bonus's you get for reducing DP costs). Most Managers are stupid and go for broke, and then they find out that now upper management has raised their DP goals. If your DP goal is to reduce DP by 5% for the year, never do it by 20%, because next year your goal will be 25% and you will have no Service or building left to manage. [/B] [B]And believe me when I say that I DO NOT CARE ABOUT MY DP REDUCTION BONUS!! I WILLINGLY GAVE UP AN EXTRA $7,000.00 IN A BONUS FOR THE YEAR BECAUSE I REFUSED TO DESTROY MY BUILDING AND RIDE MY PEOPLE. I got that money back tenfold in shorter work hours, never having to be called at home, excellent service numbers, no managers out delivering or training and never having to worry about any routes... they were fully staffed and ran themselves.[/B] [/QUOTE]
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