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<blockquote data-quote="Sammie" data-source="post: 195155" data-attributes="member: 8657"><p>There you go. That sums it up in a nutshell, Tie.</p><p> </p><p>And as far as this "third party administrating" business, haven't we just about outsourced and third partied ourselves to death in this company already??</p><p> </p><p>The plastic, pasted on smiles and the coercing at one end of the ERI spectrum to the employees who use it as a private revenge on the other end? Heck yes! You bet! No one will deny it!</p><p> </p><p>Which brings me to this; nobody, at least the worker bees, takes this thing seriously. My feelings on it; due to the number of employees we have today, the one on one TLA is now impossible. And, this ERI replaced the TLA. For you newer folks, a TLA was when your sup or mgr sat down with you once a year over coffee and you led the discussion. You voiced the good, the bad and the ugly. And if you felt uncomfortable with your mgmt team, you had your chat with someone else.</p><p> </p><p>Now here's what's amazing. ERI time comes around now and it's a joke. Most people would rather have a toe amputated. But in the old days when your yearly TLA was due, there wasn't this resistance. Nobody minded.</p><p> </p><p>The concept and the pressures of the current ERI are counter productive. If this company wants accurate employee feed back, they need to find another way to get it and they should also <strong><em>take the pressure off of management for the results.</em></strong></p><p> </p><p>It would obviously have to be another type of computer generated program, something where the employee could voice their own, original concerns and satisfactions rather than this SAT, ACT college exam format that is too stiff, formal and cold to provide accurate employee feed back.</p><p> </p><p>This company doesn't hesitate to update, change and enhance everything else in it's path, so why not this?</p><p> </p><p>The Edsel and the ERI have two things in common, both started out as big hits but became classic flops.</p></blockquote><p></p>
[QUOTE="Sammie, post: 195155, member: 8657"] There you go. That sums it up in a nutshell, Tie. And as far as this "third party administrating" business, haven't we just about outsourced and third partied ourselves to death in this company already?? The plastic, pasted on smiles and the coercing at one end of the ERI spectrum to the employees who use it as a private revenge on the other end? Heck yes! You bet! No one will deny it! Which brings me to this; nobody, at least the worker bees, takes this thing seriously. My feelings on it; due to the number of employees we have today, the one on one TLA is now impossible. And, this ERI replaced the TLA. For you newer folks, a TLA was when your sup or mgr sat down with you once a year over coffee and you led the discussion. You voiced the good, the bad and the ugly. And if you felt uncomfortable with your mgmt team, you had your chat with someone else. Now here's what's amazing. ERI time comes around now and it's a joke. Most people would rather have a toe amputated. But in the old days when your yearly TLA was due, there wasn't this resistance. Nobody minded. The concept and the pressures of the current ERI are counter productive. If this company wants accurate employee feed back, they need to find another way to get it and they should also [B][I]take the pressure off of management for the results.[/I][/B] It would obviously have to be another type of computer generated program, something where the employee could voice their own, original concerns and satisfactions rather than this SAT, ACT college exam format that is too stiff, formal and cold to provide accurate employee feed back. This company doesn't hesitate to update, change and enhance everything else in it's path, so why not this? The Edsel and the ERI have two things in common, both started out as big hits but became classic flops. [/QUOTE]
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