How the proposal should have addressed B&H

[MinisterofCucumber]

The strike came about because postal workers were sick of being bullied.

The bullying culture has evolved as a result of three factors:

- too much power has been devolved to local managers

- the managers' bonus scheme is too generous

- managers are rarely disciplined for breaking RM policies.

It didn't take long for unscrupulous unit managers to work out how they could milk the largest bonus. Weakly supported unit reps have been eaten alive. A lot of them have been seduced by the power that local bargaining gives them.

After the 2007 agreement, our senior unit managers stopped coming down to the shop floor and addressing us. Our union rep was told to keep all information 'confidential' and was only allowed to hold meetings to inform members of changes after he had agreed them. The junior managers were also kept out of the loop but did not challenge their superiors because they had been promoted on the basis of loyalty, not merit.

Crozier set up a system that allows local unit managers to behave like feudal lords. The worst of these have used secrecy as a moat, behind which they have broken policy after policy to cut costs and increase their bonus.

This proposed agreement should have contained measures to kerb the power of unit managers and bring them to account. It should have contained measures to prevent local unit managers from building a wall of secrecy. It should have provided a working definition of 'confidentiality' and made it clear that local unit managers should inform all affected staff about proposed changes and not just the local rep.

This proposal is all about implementing Crozier's plan. Crozier has left RM with the public receiving a much poorer service than when he arrived. Crozier has gone off to wreck ITV and his plan should leave with him.

Vote 'no' to this stupid proposal.

[Straight4ward]

I think that the bullying culture within RM management practice has come about for 2 main reasons.

1) Poor selection and training of managers. The wrong people promoted. Inadequately trained. A lack of supervision. A lack of guidance.

In RM’s attempts to avoid weak management they have allowed a practice of imposition to be seen as strong management. All this has done is to further demoralise and alienate the staff. What they should be doing is finding ways to involve and engage people.

You only have to read some of the posts on here to quickly become aware how differently rules are interpreted and implemented by different managers. Differing sets of standards within different offices is a recipe for a disgruntled workforce, if not outright chaos.

Senior management have to take complete responsibility for this situation. This is an appalling mess that they have created.

2) A workforce which, put quite frankly, at times needs to realize that there is a job to be done.
We’ve all got them in our offices, the types who couldn’t care less about the job they do as long as the money goes into their bank account every Friday. Repeatedly miss-delivering, failing with re-directions, door-stepping, failing to get signatures and not caring about the consequences. These are the kind of mistakes that the public remember and we all get tarnished in the process.

Take some pride in what we do. Care about the service we give to the public. If we’re only coming in to work with the intention of doing as little as possible whilst our colleagues put in all the effort then can we wonder that we end up with poor management.

[pickaname]

I If we’re only coming in to work with the intention of doing as little as possible.

That would be me then. No way Im going the extra mile to earn my DOM 9 grand bonus while i got a pay freeze last year and a £40 pw paycut this year.

The absolute bare minimum required from me from now on.

[Straight4ward]

You didn't complete the quote pickaname - -"if we’re only coming in to work with the intention of doing as little as possible whilst our colleagues put in all the effort"

As long as I'm all right, eh?

[MinisterofCucumber]

I don't think that the poor quality of the majority of our managers is due to some of the workers lacking care.

I do think that the poor quality of the majority of our managers and the lack of motivation of some of the workforce is due to the fact that promotion is not based on merit. A lot of people don't put the effort in because they feel that promotion is only given to favourites.

The civil service used to have exams that anyone could take provided they were in the position immediatedly below the position they were going for. It was based on the Imperial Chinese system:

http://en.wikipedia.org/wiki/Imperial_examination" onclick="window.open(this.href);return false;

Our unit manager came from another centre that was closing down. Gradually, he transfered cronies from his old workplace to management positions at our centre which meant our promotion chances were effectively blocked. Local unit managers should not be free to promote their cronies. I would like to see admin managers line managed by HR instead of by unit managers.

Bullying has occurred because too much power has been put into the hands of unit managers who have been rewarded for abusing it.

[fishtank]

You didn't complete the quote pickaname - -"if we’re only coming in to work with the intention of doing as little as possible whilst our colleagues put in all the effort"

As long as I'm all right, eh?

While i understand your point Straight4ward you cannot deny the fact that this agreement ,if accepted will do absolutely NOTHING to motivate those members who;

A) Have always done as little as possible.
B) May have in the past made a genuine effort but now after seeing their terms and conditions degraded in such an insidious manner feel that the "bare minimum" is all that Royal Mail deserve in return.

[slave]

Line managers are under pressue from their manager to meet targets, that manager is under pressure to meet local/area targets and so it continues upwards.. Unfortunately we are at the bottom and get the s**t end of the stick! Such is life.
I've seen posties take on management jobs some are good some are bad, the bad are brown-nosers beyond belief, but if they make savings they are seen as good and they believe in their tiny little minds that promotion will soon follow if they are viewed as "good at meeting targets" etc - unfortunately we have to go on the offensive with this type of person (if they can be called such, maybe robot although they have intelligence..)

I can understand why some people just wish to do the bare minimum, to be honest I don't "go the extra mile" like I used to - things like looking for names/incomplete addresses - no time and if I did waste time I'd be questioned why by a manager - it's all about money. Problem is we never see this money, we don't get bonuses for meeting targets - and yes there have been schemes in the past but it involves ridiculous savings and piling on the workload every minute of everyday - not just a case of going the extra mile every so often! And I've seen bonuses destroyed due to too much sick leave or other minor things - again, we are fighting a losing battle most of the time so indeed, why bother??

2) A workforce which, put quite frankly, at times needs to realize that there is a job to be done.
We’ve all got them in our offices, the types who couldn’t care less about the job they do as long as the money goes into their bank account every Friday. Repeatedly miss-delivering, failing with re-directions, door-stepping, failing to get signatures and not caring about the consequences. These are the kind of mistakes that the public remember and we all get tarnished in the process.

There is a job to be done and I agree people should do the job properly, but when faced with pressure/hassle from management when it comes to booking o/t, cutting off etc then some people do revert to cutting corners. Yes there are some that really don't give a s**t and don't even do the bare-minimum, this type of person does need sorting out! Don't assume that mistakes are just people being lazy, if managers set realistic targets then enough time would be factored in to the job to allow for certain tasks to be completed without needing to rush. But, it's all about money..


So, B&H will remain because RM want managers that try to stop people cutting off or booking o/t etc - the ones that give in will be filtered out over time. RM is now run as a business, unfortunately too many factors affect our possible bonuses, if we even get offered one! Managers get bonuses for meeting targets, if this means B&H then so be it, after all they are trying to earn a wage just like anyone else.

B) May have in the past made a genuine effort but now after seeing their terms and conditions degraded in such an insidious manner feel that the "bare minimum" is all that Royal Mail deserve in return.

Couldn't agree more. They treat me like s**t, I'll behave like s**t.. Simple really!