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PT Sups and Degrees
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<blockquote data-quote="bagpipes" data-source="post: 1325829" data-attributes="member: 53329"><p>P-man made an earlier post about the changes over time in the incentives for going into management from both the company level and employee perspective... </p><p></p><p>Picture a column or open-ended cylinder. On the top is senior management, middle is middle, bottom is front line. 1) Note that succession is a pull system. If no one is leaving at the top, it blocks the upward flow (and vice versa). Are external and internal factors quickening or slowing the flow out of the can? 2) Because of compensation structure, our incentives to stay and do well are in either moving up or making more $$$. In today's environment, either one requires growth. Also note that this "can" or "column" is both representative of the enterprise (macro-level), as well as a micro-level for each RR or business unit.</p><p></p><p>Food for thought.</p><p></p><p></p><p>Sent using BrownCafe App</p></blockquote><p></p>
[QUOTE="bagpipes, post: 1325829, member: 53329"] P-man made an earlier post about the changes over time in the incentives for going into management from both the company level and employee perspective... Picture a column or open-ended cylinder. On the top is senior management, middle is middle, bottom is front line. 1) Note that succession is a pull system. If no one is leaving at the top, it blocks the upward flow (and vice versa). Are external and internal factors quickening or slowing the flow out of the can? 2) Because of compensation structure, our incentives to stay and do well are in either moving up or making more $$$. In today's environment, either one requires growth. Also note that this "can" or "column" is both representative of the enterprise (macro-level), as well as a micro-level for each RR or business unit. Food for thought. Sent using BrownCafe App [/QUOTE]
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