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<blockquote data-quote="Iconoclast" data-source="post: 194824" data-attributes="member: 8906"><p><span style="color: Blue">Tieguy - I don't see where you have said anything different in this post then your previous one. The ERI is not something we created on our home chemistry set. It was created with the help of a third party who specializes in such things. The electronic collection does not require anything different and certainly not a third party to make it any better. </span></p><p></p><p>Tie, Mining the information is the easiest and simplest part for a third party vendor, it is the feedback information and the stigma of objectivity that a third party vendor provides, that is so important to the effectiveness of their product. Right now, we only receive a numerical score, that's it. The feedback porfolios that many vendors provide are very comprehensive. </p><p></p><p>For example - Pie charts of what percentage of your direct reports have confidence in the mangement team, breakdowns of where those percentages stand regionally, and company wide. Bar graphs of new UPS initiatives, like PAS, employee confidence in those initiatives. Real statistical information on how employees feel about safety, their management team, their compensation, the environment we work in. None of that exists now, we only discuss a score and what it means to us. To have all of that statistical information in your hands in an organized, easy to read fashion that breaks down specific measurable indicies is very, very important to building morale, and making changes in an organization.</p><p> </p><p><span style="color: Blue">Tieguy -Those who complain about the eri are those who want the company to see an eri that is in the toilet. They don't believe the result of the eri because its not negative enough for them. The fact is most upsers come to work positive and they will answer most of the two hundred questions positively.</span></p><p></p><p> Don' forget that those who complain about the ERI have broadened their horizons whether through experience, or outside educational influence to see if there is another tool that will help turn UPS into a better, more profitable company. If the ERI were so fabulous in its current state, you would definitely hear more positive things about it. The overwhelming sentiment in most of our work areas, this forum, and in casual conversation between colleagues is that the ERI sucks. Why? because it is delivered, reviewed, prioritized and weighed in an incredibly unprofessional and inconsistent manner.</p><p></p><p>It could very easily be argued that those who don't want to change the ERI are doing UPS a tremendous disservice. After all, we have a responsibilty to this organization and ultimately the shareholders to try and make this company the best that it can be - sticking your head in the sand is not the way to go about that.</p></blockquote><p></p>
[QUOTE="Iconoclast, post: 194824, member: 8906"] [COLOR=Blue]Tieguy - I don't see where you have said anything different in this post then your previous one. The ERI is not something we created on our home chemistry set. It was created with the help of a third party who specializes in such things. The electronic collection does not require anything different and certainly not a third party to make it any better. [/COLOR] Tie, Mining the information is the easiest and simplest part for a third party vendor, it is the feedback information and the stigma of objectivity that a third party vendor provides, that is so important to the effectiveness of their product. Right now, we only receive a numerical score, that's it. The feedback porfolios that many vendors provide are very comprehensive. For example - Pie charts of what percentage of your direct reports have confidence in the mangement team, breakdowns of where those percentages stand regionally, and company wide. Bar graphs of new UPS initiatives, like PAS, employee confidence in those initiatives. Real statistical information on how employees feel about safety, their management team, their compensation, the environment we work in. None of that exists now, we only discuss a score and what it means to us. To have all of that statistical information in your hands in an organized, easy to read fashion that breaks down specific measurable indicies is very, very important to building morale, and making changes in an organization. [COLOR=Blue]Tieguy -Those who complain about the eri are those who want the company to see an eri that is in the toilet. They don't believe the result of the eri because its not negative enough for them. The fact is most upsers come to work positive and they will answer most of the two hundred questions positively.[/COLOR] Don' forget that those who complain about the ERI have broadened their horizons whether through experience, or outside educational influence to see if there is another tool that will help turn UPS into a better, more profitable company. If the ERI were so fabulous in its current state, you would definitely hear more positive things about it. The overwhelming sentiment in most of our work areas, this forum, and in casual conversation between colleagues is that the ERI sucks. Why? because it is delivered, reviewed, prioritized and weighed in an incredibly unprofessional and inconsistent manner. It could very easily be argued that those who don't want to change the ERI are doing UPS a tremendous disservice. After all, we have a responsibilty to this organization and ultimately the shareholders to try and make this company the best that it can be - sticking your head in the sand is not the way to go about that. [/QUOTE]
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