For Better or For Worse
Filed under Labor
Tags: best places to work, worklife
Recently Glassdoor.com announced the winners of the second annual “Employees’ Choice Awards” for Best Places to Work.
The Top 50 were selected from more than 37,000 companies reviewed by the nearly 100,000 employees who completed a 20-question survey on Glassdoor.com in 2009. Only companies who received at least 25 votes were included on the list. The survey questions relate to employees’ attitudes about:
- Career opportunities
- Communication
- Compensation and benefits
- Employee morale, recognition and feedback
- Senior Leadership
- Work/life balance
- Fairness and respect
Loading ...Southwest came in number one with a 4.7 rating on a scale of 1 to 5. United Airlines and Gibson Guitar are at the bottom of the reviewed companies with a 1.9 rating. FedEx scored a satisfactory rating of 3.8. Neutral ratings were given to UPS (3.1) and the Postal Service (2.8).
What are your thoughts on the current workplace environment? How can it be improved?
Has the workplace environment in the Postal Service gotten better or worse over the last 10 years and why?
This topic is hosted by the OIG’s Risk Analysis Research Center (RARC).
48 Responses to “For Better or For Worse”
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Pages: « 5 [4] 3 2 1 » Show All
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January 21st, 2010 at 8:36 pm
When I started at the PO as a PTF I saw a clerk die on the floor and the first thing the supervisor did was punch him off the clock. Thats how low the place is.
January 21st, 2010 at 7:26 pm
I selected “fairness and respect” in the above survey. This would have the biggest impact on the Postal work environment. All the other choices hinge off of this. Improving fairness and respect among colleagues and management would boost employee morale, productivity, communication, and the like. For example: employees would work harder knowing that their work will be recognized and rewarded.
January 21st, 2010 at 9:31 am
Lots of great insightful comments. The resounding principle causes and solutions are clearly directed at USPS management throughout the hierarchy. If identification of the cause is a moot issue, why is the solution so elusive?
Respectful to the OIG, your current $239 million operating budget comes directly from the the USPS. In fiscal year 2008, as the rest of the USPS had contracted budgets, the OIG had an increased budget.
It would be naive to think that the OIG would bite the hand that feeds them.
Without true accountability with independent enforcement, the solutions will continue to elude like in the magician’s shell game.
January 21st, 2010 at 5:25 am
There are a few threads running through all of these comments. The first is that the average employee cares about the Post Office. The second is that in actuality there is no business model working. It is merely upper, middle and lower management running scared. And, sadly, it appears that the only people who are responding to you are the worker bees.
Just after World War I Congress almost shut down the United States Military Academy at West Point. There had been a hazing incident and a cadet died. The Army pleaded with Congress for one last chance. They sent in a young dynamic officer to be Superintendent. He called the Corps of Cadets together and spoke to them. ” From his experience in the Great War he realized that West Point MUST CREATE LEADERS OF MEN—-NOT DRIVERS OF MEN”. We need the same.
January 21st, 2010 at 12:38 am
The answers are all here, Management is top heavy and poor at best. Fire 3 postal supervisors and hire 1 professional manager and allow them to Manage, not micro-manage.
Get back to basics, eliminate the 12 different goals for a bonus, just use EXFC and leave it at that.
Investigate a few supervisors and managers for a change, most are fudging their numbers and commiting fraud against the USPS because they get bonuses based on those fradulent numbers.
Make supervisors responsible for the contractual violations they commit, craft employees are getting paid huge amounts because supervisors try to beat the contract rather then manage within the negotiated limits of it.
One more thing I would like to see is the OIG act on some of these blogs, we read them and respond to them but little is done about the feedback given. Starting to look like more lip service from the upper levels.
January 20th, 2010 at 7:59 pm
I almost voted for “Employee morale, recognition, and feedback” but the real critical vote is ” senior leadership”. Absolutely everything starts with leadership. Leadership excellence leads to employee excellence which leads to satisfied customers which leads to financial results & repeat business. (Disney’s business chain from the Disney Institute). Like it or not, leadership is the key.
January 20th, 2010 at 5:15 pm
the climate is horrible. i just retired and got my retirement certificate via priority mail and was not even signed. The place is toxic, unfriendly, and was just about the worst job I ever worked at.
January 20th, 2010 at 3:02 pm
I’v worked for the post office for 15 years and this is the worst managed company I’v worked for. I’v been active military, worked for a fortune 250 company,and currently in the military reserves. I’v watched managers with EEO’s, plant evidence to write letters of warnings and get caught, dump DPS in the outgoing mails and get caught be promoted over and over. Yet the OIG seems to only go after some low affending craft employees. Maybe the OIG should start by looking at its own priorities first. Why do I stay on with the PO? Pay and benefits.
January 20th, 2010 at 10:49 am
A good example of why the Postal Service’s employees moral is so low is an employee’s mother passed away and the supervisor required the employee to bring in documentation to prove his mother died in order to use HIS sick leave to bury her.
January 20th, 2010 at 8:38 am
Get rid of bad supervisors, plant managers, and postmasters. Most of them have had formal complaints filed by employees and the unions. Look at these complaints seriously and FIRE these bad apples. They are the reason there is low moral. Postal workers want to be treated with dignity and respect. Getting rid of the bad management would be a great start in improving the working conditions of all craft employees. How many law suits have to be filed? How many EEO settlements have to be made? How many grievances need to be won? Keeping the bad supervisors is so costly to the Postal Service. Why won’t anybody listen to what the workers are saying???