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<blockquote data-quote="Fred&#039;s Myth" data-source="post: 4685680" data-attributes="member: 55587"><p>Now you're making excuses, like Dano. </p><p></p><p>When I first came to Express in the mid 90's, I was astonished at the wasteful system in place, at least at the station level. Management took the easy road, and blamed the courier, when there was major room for improvement EVERYWHERE.</p><p></p><p>The same situation still exists because the mindset isn't to perfect the most efficient system of delivering cardboard on time. It's "how can we get this done and keep the hourlies from unionizing?"</p><p></p><p>How to stave off unionization? Good pay, excellent benefits, time and motion training, and incentives for performance.THAT'S where upper management has failed.</p><p></p><p></p><p>[URL unfurl="true"]https://www.ehstoday.com/archive/article/21910336/do-incentives-work-landmark-study-unveiled#:~:text=Incentive%20programs%20have%20an%20equal,20%20percent%20gain).[/URL]</p><p>Some interesting findings contained in the study include:</p><p></p><ul> <li data-xf-list-type="ul">Incentive programs aimed at individual workers increase performance 27 percent.</li> <li data-xf-list-type="ul">Programs aimed at teams increase performance 45 percent.</li> <li data-xf-list-type="ul">Incentive programs have an equal, positive impact on both quality and quantity goals.</li> <li data-xf-list-type="ul"><strong>Incentive programs structured with employee input work best;</strong> however only 23 percent of incentive systems were selected with employee input.</li> <li data-xf-list-type="ul">Long-term incentives are more powerful than short term (44 percent gain vs. 20 percent gain).</li> </ul></blockquote><p></p>
[QUOTE="Fred's Myth, post: 4685680, member: 55587"] Now you're making excuses, like Dano. When I first came to Express in the mid 90's, I was astonished at the wasteful system in place, at least at the station level. Management took the easy road, and blamed the courier, when there was major room for improvement EVERYWHERE. The same situation still exists because the mindset isn't to perfect the most efficient system of delivering cardboard on time. It's "how can we get this done and keep the hourlies from unionizing?" How to stave off unionization? Good pay, excellent benefits, time and motion training, and incentives for performance.THAT'S where upper management has failed. [URL unfurl="true"]https://www.ehstoday.com/archive/article/21910336/do-incentives-work-landmark-study-unveiled#:~:text=Incentive%20programs%20have%20an%20equal,20%20percent%20gain).[/URL] Some interesting findings contained in the study include: [LIST] [*]Incentive programs aimed at individual workers increase performance 27 percent. [*]Programs aimed at teams increase performance 45 percent. [*]Incentive programs have an equal, positive impact on both quality and quantity goals. [*][B]Incentive programs structured with employee input work best;[/B] however only 23 percent of incentive systems were selected with employee input. [*]Long-term incentives are more powerful than short term (44 percent gain vs. 20 percent gain). [/LIST] [/QUOTE]
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