RMCtv : Ricky McAulay : Our new delivery and support function managerial structures

[POSTMAN]

Our new delivery and support function managerial structures

In January we announced Delivering for the Future – a proposal to reorganise our delivery management structure in order to take us closer to our customers and help our frontline teams to deliver a great service.

The aim of Delivering for the Future was to level out our delivery function with a flatter, fairer structure where every manager has a scorecard. We also reduced our average ratios so that teams would be more manageable.

Managers wanted support in the right areas – with parcels duties, collections, planning and people case management – all of which gives them the opportunity to switch off. Above all, the objective was to manage our operation in a more customer-centric way and driving us to focus on great quality of service.

After months of consultation and significant input from Unite/CMA, the project is now moving into the deployment phase and provisional appointments have been made.

Over the next few weeks our new team will be supported through new ways of working as they get up to speed with their roles.

The appointments include delivery operations and support functions and you can view the new organisational structures here. (Intranet link : https://sts.royalmailgroup.net/adfs/ls/ ... fvn_-49gc1 )

Working differently across the business

As we move into the new structure it is important for all of us, across all parts of the business, to think differently about how we support the delivery function.

Over the next couple of weeks you will be invited to a launch call by your Functional Director where you will be taken through the ways of working for the new structure in more detail. You will also be invited to a ways of working session with your team to allow you to really consider how you work together, taking into account the principles of Delivering for the Future. These include:

Simple, streamlined, straightforward - the principles of the Day In the Life Of (DILO) project remain a foundation that we will continue to build upon
Managers are trusted with the accountability and autonomy to make decisions
Activity which does not add value to the operation ceases
Provision of data and reports should be based on supporting operational performance
Requests for upward feed are kept to a minimum
Self-serve for managers must be accessible, easy to understand and functional.

We are pleased to now be moving ahead with certainty and working closely with both ops managers and support functions to create a strong and successful delivery operation.

If you require any further support please contact the project team via delivering.for.the.future@royalmail.com
Thanks,
Ricky McAulay
Operations Development Director

[number one]

Hahah what utter nonsense!

Managers don’t want this, many are leaving, many are thinking of leaving. Unite aren’t happy with this. Many underperforming managers have been kept on. Oh how I wish I had a pair of these rose tinted glasses senior managers have.

[Shirtbuttons]

Shame they don’t give as much support to posties

[Acca Dacca]

Did they and their unions cave in then?

[Mick100]

Hopefully they will sort out how some deliveries go out with 10 parcels and 2 bags of letters finishing at 11oclock and others have 150 parcels and 10 bags of letters and cut off

[HTPostman]

It’s quite strange here, most of the managers are (shock horror) not too bad and are respectful, but since it’s been revealed who’s staying and who’s taking redundancy the ones who are staying are starting to become rude and petty. It’s almost like they’ve had a directive from above to start pushing you and start shouting/talking down to you. Almost overnight they’ve gone from being polite asking how you and the family are to questioning your work rate and mentioning your performance.

It’s a bit like your mate who couldn’t fight his way out of a wet paper bag joining you for a few drinks deciding he’s the next Tyson Fury. I find it partly strange and somewhat amusing, strange because you’d think a gradual change to becoming sterner would be in their best interests, amusing because this new found bravado just doesn’t suit them and just seems like an act.

[TOWER1]

Perhaps it was they didn't get their VR application accepted?
I have heard of Managers who had another job lined up expecting VR but didn't get it.
I hope their frustration / disappointment doesn't manifest itself on the workforce.
That will cause further issues.
Basically it looks like RM have kept the better Managers and moved the less so out.
It won't be long until Christmas planning will be on the radar...in terms of motivation seems bit rocky at the minute.. throughout the business.

[claystones]

It would be nice if us posties had a chance of VR not just giving VR to managers with big pay offs lets have some VRs around all the offices for us

[Jack1960]

It would be nice if us posties had a chance of VR not just giving VR to managers with big pay offs lets have some VRs around all the offices for us

Spot on, there are useless rest day cover managers getting handsome pay offs for having done next to nothing for years.

[picture123]

The problem with voluntary redundancy payments is that in order for the business to pay them your job has to become redundant, to the best of my knowledge most offices are running with vacancies as opposed to over staffed!

[bowie]

Pure greed

[Clappedoutpostie]

Did they and their unions cave in then?

They are balloting I heard, not sure how that works with the changes starting Monday 23rd.

[POSTPERSON50]

Simple, streamlined, straightforward - the principles of the Day In the Life Of (DILO) project remain a foundation that we will continue to build upon
Managers are trusted with the accountability and autonomy to make decisions....
Activity which does not add value to the operation ceases"

The usual jingoistic bs from the directors. 'Day In The Life Of' project. (DILDO more like). Every year there is a new catchphrase of supposed change. We all remember the abject failure of World Class Mail.

[POSTMAN]

DOM

Simon - the motto behind the rationale for the Delivering For The Future re-organisation was "Smaller Is Better". You visited my unit back in January this year - 36 deliveries, 53 staff in total + 150 hours of Collections SA - and me, a Singleton DOM who had complete responsibility for that whole operation. Under the 'new' plan starting in two weeks I will have - 36 deliveries, 53 staff in total + 150 hours of Collections SA and me, a Singleton COM who has complete responsibility for that whole operation. So absolutely the same as now, bar I'm now going to be a COM instead of a DOM. The template suggested that 44 was the absolute maximum staff for one COM - I have 9 more than that. Without being flippant, I can't see how replacing a D with a C at the start of my job title makes it any more doable now than it was then - do you?

[sindba]

"Self-serve for managers must be accessible, easy to understand and functional."

What, are they getting new coffee machines?