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Redesigned mip
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<blockquote data-quote="extempesupervisor" data-source="post: 51922"><p>I have to admit on one hand I feel I'm part of the reason for this new MIP </p><p>program. I just quit after 10 years with the company, and several of my former </p><p>partners are still my friends. So, I really feel for all of you stuck with the </p><p>"golden handcuffs." </p><p> </p><p>On the other hand, I am completely baffled at the absolute inability of UPS </p><p>upper mgmt to see how changing the way its management folks are treated is the </p><p>way to fix retention problems. </p><p> </p><p>I still have yet to sell a single share of what I was awarded. I completely </p><p>believe in the power of ownership. But can forced ownership really be called </p><p>"ownership?" </p><p> </p><p>Why is it division/district managers treat their supervisors and managers like </p><p>scum? Do they not realize the supervisors and managers in the organization are </p><p>some of the most dedicated and loyal employees in the organization? </p><p> </p><p>I remember the days of working to convince operators it was better to retain </p><p>new hires for long term goals and total quality than term them at the first </p><p>misload. That initiative of making retention the number one priority came from </p><p>the top. It made sense for the $8.50 per hour workers. Why doesn't it apply to </p><p>the 80k per year sup's and managers? </p><p> </p><p>Mike Eskew, You don't have to take their money away to keep them. Just thank </p><p>them every once in a while - even publicly. Maybe it will catch on and flow </p><p>down the ranks. Earned money is not a thank you. MIP is earned money, and </p><p>delaying it for 5 years is taking it away with technicalities. Quit promoting </p><p>unethical managers into staff level positions. Promote good people who treat </p><p>their employees right and get long-term gains through training and buy in. Get </p><p>over the idea of accountability being the end all be all. True accountability, </p><p>the kind that works comes from within. </p><p> </p><p> If you want to save money quit giving away the farm to delivery drivers. They </p><p>have a tough job don't get me wrong, but explain why they should be making more </p><p>than the supervisors who work much harder with even less support. </p><p> </p><p>For my sake, I'm glad I decided to leave. I couldn't be happier. I have finally </p><p>realized what was meant by "quality of life." (that was promised with the </p><p>center of the future and PAS...) I may not be paid as well, but I am cashing in </p><p>on the skills UPS experience gave me. (by the way, they really are </p><p>marketable.) </p><p> </p><p>Those of you still in. I wish you the best of luck and I hope to see some </p><p>changes in your favor soon.</p></blockquote><p></p>
[QUOTE="extempesupervisor, post: 51922"] I have to admit on one hand I feel I'm part of the reason for this new MIP program. I just quit after 10 years with the company, and several of my former partners are still my friends. So, I really feel for all of you stuck with the "golden handcuffs." On the other hand, I am completely baffled at the absolute inability of UPS upper mgmt to see how changing the way its management folks are treated is the way to fix retention problems. I still have yet to sell a single share of what I was awarded. I completely believe in the power of ownership. But can forced ownership really be called "ownership?" Why is it division/district managers treat their supervisors and managers like scum? Do they not realize the supervisors and managers in the organization are some of the most dedicated and loyal employees in the organization? I remember the days of working to convince operators it was better to retain new hires for long term goals and total quality than term them at the first misload. That initiative of making retention the number one priority came from the top. It made sense for the $8.50 per hour workers. Why doesn't it apply to the 80k per year sup's and managers? Mike Eskew, You don't have to take their money away to keep them. Just thank them every once in a while - even publicly. Maybe it will catch on and flow down the ranks. Earned money is not a thank you. MIP is earned money, and delaying it for 5 years is taking it away with technicalities. Quit promoting unethical managers into staff level positions. Promote good people who treat their employees right and get long-term gains through training and buy in. Get over the idea of accountability being the end all be all. True accountability, the kind that works comes from within. If you want to save money quit giving away the farm to delivery drivers. They have a tough job don't get me wrong, but explain why they should be making more than the supervisors who work much harder with even less support. For my sake, I'm glad I decided to leave. I couldn't be happier. I have finally realized what was meant by "quality of life." (that was promised with the center of the future and PAS...) I may not be paid as well, but I am cashing in on the skills UPS experience gave me. (by the way, they really are marketable.) Those of you still in. I wish you the best of luck and I hope to see some changes in your favor soon. [/QUOTE]
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