In this situation I'd prefer a logical review of the situation that includes an explanation of a realistic acceptable miss rate for walk-offs compared to where the employee stands in relation to the expectation. What do you consider an acceptable rate for packages missed over a year's worth of walk-offs?
I agree with that, but a large part of accountability is attainable goals. As of yet I haven't seen anyone discuss how to measure walk-off effectiveness.
Exactly. I see a whole group of people wanting to hold lower management and hourly more accountable than they're holding themselves. This is the thinking behind my previous comments. You mentioned that your contributions outweighed your mistakes. Do you allow for that same rationale to be used outside of your work group?
I don't recall blaming Scott Davis for that.
...break me off a piece of that Kit Kat bar!!
You mention that there should be some walk off standard and comparison. That there should be some logical review of the situation. I absolutely agree.
My point here is that no one on this board knows that info, yet assumes this person was improperly treated. Maybe, just maybe the OP has a perfect record. Made a human mistake. Was improperly disciplined....
On the other hand, maybe the OP had been talked to about effectiveness in doing his / her job and this was the last straw..... Of course from his / her perspective this was done for "personal reasons".
You nor I know this.
My rant has to do with management responsibility. Yes, at all levels.
When you use OPL as a justification comparison, I viewed that as blaming Scott Davis. (Of course, I exaggerated).
