Micro management

[IVE GOTTA PACKAGE 4U]

Does micro management refer to midget center manager's?

Just whats,In their pants.

 

[728ups]

If management wants to threaten and harass to fire us on a daily basis for simple things such as backing up too far or too many times or for driving .1 mile without a seat belt isn't it about damn time we knit pick and make sure they follow the contract to the letter? Supervisors shouldn't be working, drivers shouldn't have to train other drivers unless we are getting that extra 50 cent per hour, my truck should be kept in a clean well kept manner. We need to start ing with them like they with us. GRIEVE EVERYTHING without fear of retaliation.

Mountain meet Mole Hill!
When they start talking about ORION, Telematics, Production or DOK i just smile let them talk about it,then I tell them I'll try harder today. They get paid to babble about it so if I am on the clock i'll get paid to listen to it.

 

[bleedinbrown58]

Just whats,In their pants.

Did Upstate tell you? lol

 

[The Milkman]

That's all im doing, moderation is the key as you grow older big daddy, 1 day at a time. My pace that im comfortable with everyday. If something pops up physically that I don't feel comfortable with, I have no problem shutting it down for a couple months and taking an Aflac vacation lol.

Your head is on Straight brother............Play the game.....YOU WIN!!

 

[Mugarolla]

Current full-time non-stock receiving supervisors that I talk to with plan on leaving UPS as soon as possible. They have NO incentive to stay with a company that treats them like dogs. We had an office employee walk out the other day (after only three days on the job) because of the way he observed one of our center managers yell at the office employee that was training him. UPS is in a "tail spin" heading into this Christmas season.... I believe all this "short term profit strategy" (gutting management to the minimum, hiring low paid inexperienced "specialists", cutting routes, etc.) is catching up with them.

Here is the resignation letter from a Business Manager (Center Manager). Looks like UPS treats their managers the same, or worse, than their employees.

To: xxxxxxxx

Fr: xxxxxxxx

Re: Resignation letter



There is no partnership, it’s everyone for themselves. Planning is dictated not developed. Supervisors are hourly, just here to carry out a duty. We have lost sight of the fact the “job” is completed everyday through the hard work of people. The same people who were once determined and worked together. Now each one is trying to survive in their own world. We no longer have people trying to be the best, they are just trying to be better than the next guy. Promotions are no longer the “best person for the job”, it is a political showdown filled with minorities and diversity. The operator is no longer the backbone which makes the company money. He or she is simply a person who carries out assignments set forth by upper management. Assets have taken the place of people skills. The ERI is not a tool, instead it is a survey taken one time a year. We really do not care what our people think or what drives them. Discipline does not show our people we care about their safety. It sends the wrong message. Managers are no longer respected. The hourly have seen the movement of the corporation and understand a manager is just a messenger. Managers cannot carry out a plan as their own when they have absolutely nothing to do with it. The plans are made and then changed, sometimes on a daily basis and we are to accept them as our own. The disciplinary process is a joke and the hourly know it. It takes an act of god to discharge someone yet we look hard to get rid of management.

We have based the value of working here on a paycheck. A paycheck should be the end reward of a job well done from planning and execution. Instead our plans are set forth by someone who has not step one foot in our buildings. No one has taken the time to figure our supervisors actual JBA. They really do not understand their role or how they fit into the overall plan. So many new services and reports have been implemented yet we continue to decrease our management staffing. Do more with less. Technology has increased the workload of our front line people. Staff functions continue to create reports, most of which have value, but when is the last time we looked at the overall effect of our front line management and their planned day.

We cannot develop our people when they have no desire of moving to the next level. We have created a world where drivers do not want to go into management. They have done the math. They see on a daily basis the expectations and the workload. Our management people put their heart and soul into this company, doing whatever it takes and for what? The vindictive approach to relocation has become well known. Are we really concerned about developing our people?

We spend our days preparing for conference calls and trying to support the decisions we did make. There is no staff help. They are too busy with their own agenda. Their agenda was once support the operator. Operators are trying to operate with limited tools, staffing, and vehicles. Supervisors are so busy trying to keep all the balls in the air, yet we need to report everyday on what they did. It is not about being good, it’s about looking good.



Management was once a privilege; a partnership. It was a bond that held this company together through everything. My wife said it best when she described it as the firm. We do not recognize the important people in our organization, which is the management. Our MIP should be sent through the mail, because it is no longer the common bond. It is simply a bonus for working here.

When we tell people they are not partners because they sold some stock and then tell them the next year they are good partners and the only thing that changed was the way in which we determined our incentive…..that’s a problem. I am hopeful the company will revisit the policies and ideas set forth by our founding fathers, which made this company great. It is unfortunate the direction of the company and the direction I see my life and family are not going in the same direction. I will always be a shareowner and hope for the best in the growth and prosperity of the company. I resign from United Parcel Service.


Sincerely,

xxxxxxxx

 

[UnconTROLLed]

That was a well-written letter with plenty of fair points. Especially regarding personal career development from within.

 

[OPTION3]

Here is the resignation letter from a Business Manager (Center Manager). Looks like UPS treats their managers the same, or worse, than their employees.

To: xxxxxxxx

Fr: xxxxxxxx

Re: Resignation letter



I will always be a shareowner and hope for the best in the growth and prosperity of the company. I resign from United Parcel Service.


Sincerely,

xxxxxxxx

Translation= ‘You said you would only put the tip in”

 

[jled067]

Don't forget to utilize the over 70 language which enables you to call for help on 70+ pound packages. Same goes for you part-timers. "Making statements" requires people to remain united. Unfortunately.....remaining united is something that I have not seen at UPS for the past 2-3 contract periods.

As a side note.....there are very few "qualified" management employees left in our centers. Center Managers are dealing with young inexperienced supervisors that have no clue about UPS operations. I've seen managers working 15-17 hour days to make up for the lack of experienced supervisors. Gone are the days when we actually have supervisors that get compensated properly (receive stock for example) and have the proper experience to actually supervise and train drivers. Morale (both hourly and management) is at an all time low IMHO....

One of my driver supervisor got the IN because his godfather was our district manager, he's about 25 years old and maybe drove a couple weeks. Its pathetic

 

[jled067]

1 (800) 220-4126
Call this number and drop dimes on them when they do things that are unethical or lack integrity. This works and scares the hell out of them.

What is this number? The supervisor complaint department?

 

[The Milkman]

Here is the resignation letter from a Business Manager (Center Manager). Looks like UPS treats their managers the same, or worse, than their employees.

To: xxxxxxxx

Fr: xxxxxxxx

Re: Resignation letter



There is no partnership, it’s everyone for themselves. Planning is dictated not developed. Supervisors are hourly, just here to carry out a duty. We have lost sight of the fact the “job” is completed everyday through the hard work of people. The same people who were once determined and worked together. Now each one is trying to survive in their own world. We no longer have people trying to be the best, they are just trying to be better than the next guy. Promotions are no longer the “best person for the job”, it is a political showdown filled with minorities and diversity. The operator is no longer the backbone which makes the company money. He or she is simply a person who carries out assignments set forth by upper management. Assets have taken the place of people skills. The ERI is not a tool, instead it is a survey taken one time a year. We really do not care what our people think or what drives them. Discipline does not show our people we care about their safety. It sends the wrong message. Managers are no longer respected. The hourly have seen the movement of the corporation and understand a manager is just a messenger. Managers cannot carry out a plan as their own when they have absolutely nothing to do with it. The plans are made and then changed, sometimes on a daily basis and we are to accept them as our own. The disciplinary process is a joke and the hourly know it. It takes an act of god to discharge someone yet we look hard to get rid of management.

We have based the value of working here on a paycheck. A paycheck should be the end reward of a job well done from planning and execution. Instead our plans are set forth by someone who has not step one foot in our buildings. No one has taken the time to figure our supervisors actual JBA. They really do not understand their role or how they fit into the overall plan. So many new services and reports have been implemented yet we continue to decrease our management staffing. Do more with less. Technology has increased the workload of our front line people. Staff functions continue to create reports, most of which have value, but when is the last time we looked at the overall effect of our front line management and their planned day.

We cannot develop our people when they have no desire of moving to the next level. We have created a world where drivers do not want to go into management. They have done the math. They see on a daily basis the expectations and the workload. Our management people put their heart and soul into this company, doing whatever it takes and for what? The vindictive approach to relocation has become well known. Are we really concerned about developing our people?

We spend our days preparing for conference calls and trying to support the decisions we did make. There is no staff help. They are too busy with their own agenda. Their agenda was once support the operator. Operators are trying to operate with limited tools, staffing, and vehicles. Supervisors are so busy trying to keep all the balls in the air, yet we need to report everyday on what they did. It is not about being good, it’s about looking good.



Management was once a privilege; a partnership. It was a bond that held this company together through everything. My wife said it best when she described it as the firm. We do not recognize the important people in our organization, which is the management. Our MIP should be sent through the mail, because it is no longer the common bond. It is simply a bonus for working here.

When we tell people they are not partners because they sold some stock and then tell them the next year they are good partners and the only thing that changed was the way in which we determined our incentive…..that’s a problem. I am hopeful the company will revisit the policies and ideas set forth by our founding fathers, which made this company great. It is unfortunate the direction of the company and the direction I see my life and family are not going in the same direction. I will always be a shareowner and hope for the best in the growth and prosperity of the company. I resign from United Parcel Service.


Sincerely,

xxxxxxxx

The truth..Well Said........

 

[UpstateNYUPSer(Ret)]

Translation= ‘You said you would only put the tip in”

You truly are an idiot.

 

[Anonymous 11]

What is this number? The supervisor complaint department?

The honesty hotline.

 

[Dragon]

Here is the resignation letter from a Business Manager (Center Manager). Looks like UPS treats their managers the same, or worse, than their employees.

To: xxxxxxxx

Fr: xxxxxxxx

Re: Resignation letter



There is no partnership, it’s everyone for themselves. Planning is dictated not developed. Supervisors are hourly, just here to carry out a duty. We have lost sight of the fact the “job” is completed everyday through the hard work of people. The same people who were once determined and worked together. Now each one is trying to survive in their own world. We no longer have people trying to be the best, they are just trying to be better than the next guy. Promotions are no longer the “best person for the job”, it is a political showdown filled with minorities and diversity. The operator is no longer the backbone which makes the company money. He or she is simply a person who carries out assignments set forth by upper management. Assets have taken the place of people skills. The ERI is not a tool, instead it is a survey taken one time a year. We really do not care what our people think or what drives them. Discipline does not show our people we care about their safety. It sends the wrong message. Managers are no longer respected. The hourly have seen the movement of the corporation and understand a manager is just a messenger. Managers cannot carry out a plan as their own when they have absolutely nothing to do with it. The plans are made and then changed, sometimes on a daily basis and we are to accept them as our own. The disciplinary process is a joke and the hourly know it. It takes an act of god to discharge someone yet we look hard to get rid of management.

We have based the value of working here on a paycheck. A paycheck should be the end reward of a job well done from planning and execution. Instead our plans are set forth by someone who has not step one foot in our buildings. No one has taken the time to figure our supervisors actual JBA. They really do not understand their role or how they fit into the overall plan. So many new services and reports have been implemented yet we continue to decrease our management staffing. Do more with less. Technology has increased the workload of our front line people. Staff functions continue to create reports, most of which have value, but when is the last time we looked at the overall effect of our front line management and their planned day.

We cannot develop our people when they have no desire of moving to the next level. We have created a world where drivers do not want to go into management. They have done the math. They see on a daily basis the expectations and the workload. Our management people put their heart and soul into this company, doing whatever it takes and for what? The vindictive approach to relocation has become well known. Are we really concerned about developing our people?

We spend our days preparing for conference calls and trying to support the decisions we did make. There is no staff help. They are too busy with their own agenda. Their agenda was once support the operator. Operators are trying to operate with limited tools, staffing, and vehicles. Supervisors are so busy trying to keep all the balls in the air, yet we need to report everyday on what they did. It is not about being good, it’s about looking good.



Management was once a privilege; a partnership. It was a bond that held this company together through everything. My wife said it best when she described it as the firm. We do not recognize the important people in our organization, which is the management. Our MIP should be sent through the mail, because it is no longer the common bond. It is simply a bonus for working here.

When we tell people they are not partners because they sold some stock and then tell them the next year they are good partners and the only thing that changed was the way in which we determined our incentive…..that’s a problem. I am hopeful the company will revisit the policies and ideas set forth by our founding fathers, which made this company great. It is unfortunate the direction of the company and the direction I see my life and family are not going in the same direction. I will always be a shareowner and hope for the best in the growth and prosperity of the company. I resign from United Parcel Service.


Sincerely,

xxxxxxxx

and where did you get this resignation letter...???

 

[jumpman23]

The truth..Well Said........

That's was great and blatantly the truth. Good for that guy, now he can get his soul back lol.

 

[Catatonic]

That's was great and blatantly the truth. Good for that guy, now he can get his soul back lol.

There is definitely a chance since he will never be rehired as a UPS Driver. LOL

 

[OPTION3]

You truly are an idiot.

whew....And here I thought you were not going to respond to me ever again...I was crushed sweetie

 

[OPTION3]

Translation= ‘You said you would only put the tip in”

You truly are an idiot.

You obviously have fallen for that “OLDEST” lie ever....or did you fall for the next oldest one...”I promise I won’t shoot it in your mouth”.....wouldn’t surprise me if it were both

 

[jumpman23]

You obviously have fallen for that “OLDEST” lie ever....or did you fall for the next oldest one...”I promise I won’t shoot it in your mouth”.....wouldn’t surprise me if it were both

DIRTY DIRTY lol.

 

[jumpman23]

DIRTY DIRTY lol.

I like dirty and saucy, that's hot

 

[jumpman23]

and where did you get this resignation letter...???

Probably out of one of the idiot Center Managers bungholes most likely, rumor has it anyway