Uncle
Mike just doesn't seem to grasp the gravity of the situation between
the workforce and management. Doesn't the evidence speak for itself?
Why is he failing to acknowledge that his style of management just
doesn't work?
Does
he honestly think that the steps that management has taken will inspire
the workforce to increase performance? Just what motivation does he
think will be created by withholding the 3rd quarter "Courtesy and
Helpfulness" bonus? Quite the contrary! This step has only inflamed the
workforce. It didn't work before, why would you expect it to work now?
Covenant
Aviation Security placing 26th out of 30 in Courtesy and Helpfulness
should be a wake up call. Let's just continue along the same path and
see where it leads. Let's just continue to stick it to the workforce as
usual!
Uncle
Mike, why don't you try something that might work? How about showing
some respect and appreciation? How about treating the workforce in a way
that acknowledges the reason that CAS has lasted over 11 years? Do you
still think that all the backroom deals and cozy relationships will save
this contract? You even acknowledge this point in your own "Internal
Company Confidential" letter, dated November 26, 2013. To quote: "our
expectation is that our TSA contract will run through July 31st, 2015." The key words here are "our expectation" -- in other words, there is no guarantee!
Uncle
Mike, you are right about one thing: that the expectations of the
stakeholders remain as high as ever. Just what is your plan to create
an atmosphere that will produce a service that meets these goals?
The
workforce will once again follow the examples displayed by management.
Start showing that you value the contributions made by the workforce!
