p-man, not looking for a major debate here. You opinion and my opinion. Just a response to your comment. You may or may not be one of the management people who were able to take the last offer if so...great. Which may change your perspective.
You said 400,000 employees & 72% positive. How many of the 400 k are union employees? They got a raise in May and again in August with a COLA also. That might make me positive and do not pay for benefits. Hourly drivers can work 50 to 60 hours (the max ) and no one says anything, but work my
p/t sup, oms or specialist and it hit all reports and e-mails start. They do not make close to what a top driver makes but, no matter it's o/t they do not want to see. Now let's talk about some very good admins we have are held to the same thing, no o/t. These are the people who's benefits go up every year and we keep them on a short leash for hours. They have no way to make up for extra costs each year. As I said the ERI will not make any difference by what these folks write because corporate does not care about them or us. My opinion.....I used to bleed brown and was proud to work here.... Not anymore. Corporate greed is taking everything out of us and from us.
We are not like other companies. We got here because of how we were! We are not that way anymore ! Jim Casey would throwup if he saw how we treat each other....I agree with another post about Partner, that went out the door with the policy book. One last comment... I spent a few years in Business developement and we DO NOT practice CUSTOMER SERVICE !! We chase internal numbers and not worry about what got us here. I was always taught to ask yourself...WHAT IS BEST FOR THE BUSINESS....aka - the customer. U-pph-S ..united piece per hour service.
I'm not entirely sure what the debate is here, but I'll provide some responses...
I do not know the % or respondents in the last ERI that were drivers or other hourlies.
When the survey results were communicated, they did show the different responses for each of the groups. It was broken out by full time, part time, management, hourlie, etc.
So, I don't know if you are trying to say the ERI was inaccurate or that Management won't respond favorably because they have a hard job.....
That's a given. Management has it hard. Especially full time supervisors. I don't ever remember a time however when full time supervisors didn't have it hard.
What makes it different now is the lack of growth. In the old days, you worked your butt off. Chased every small detail just like today. The difference is that then you got a quaterly update on stock price. You saw your personal effort get rewarded through share price.
This gets to your third point on corporate greed.... I'm not 100% sure what that means. When corporations are greedy and get more profit, that money goes back to shareowners as dividends and hopefully share price growth.
So is corporate greed really shareowner greed? The same shareowners who have not seen appreciable growth in 10 years?
I understand that you feel undercompensated. You have a right to feel that way based on the workload.
But if your slice of the pie is too small, who has the large piece? Hourly? Customer? Shareowner? Its not a simple answer.
We are trying to slice the pie thinner when the answer is to make the pie bigger. Get our volume back from FedEx. In the old days, we didn't have competition. We lost lots of volume and jobs to a competitor.
BTW, PPH has been around since George Smith's day. Trying to achieve PPH targets is nothing new.