RMCtv : Ricky McAulay : An update on where we are with Unite/CMA - and clearing up some significant inaccuracies

[POSTMAN]

Ricky Says

Operations development director Ricky McAulay gives an update following ballot communications from Unite/CMA.

Watch as Ricky explains in more detail what has happened since we began talks back in November 2021 and shares plans to listen to and act on your feedback about Delivering for the Future changes.

He says: ‘We feel that we are just at the start of our journey and we must work together to make continuous improvements if we are to realise the full benefits this new way of working can give us.’

Play the video to hear Ricky clarify the numbers involved and respond to some of the comments made by Unite/CMA.





Will tidy the text when I get time

Hi everyone, I know some of you started to receive pilot communication from United CMA this week. So I wanted to give you all an update about where we are and some plans will go over the next few weeks about listening to you and activate your feedback around delivering for the future changes. And I would also like to take the opportunity to clear up some significant inaccuracies in unites press release on the restructured islands all based on some of the feedback that picked up that this has caused some concern.

And we've spoken repeatedly and a number of times about our surprise that you'll hcma balloting for industrial action over the new structure for you and managers on the delivering for the future. And whilst we always respect the role the unions play in representing the members, it's a bit confused as to why there's a pilot open for industrial action at this stage of the project, but actually will no live and they should be working together and in fact, are working together on its successful implementation.

And just under a year ago, we joined the committee to work together within hcma to reinvent the role of the manager, so our managers could lead the reinvention of rolling the wheel for the next generations. We then began talks we united CME in November last year about delivering for the future. And as part of this process, we agreed the new structure together that avoided the need for any compulsory redundancies. Under this, most managers have seen an increase in admins. And I've called these who have already departed. That's all voluntary, and in general January's turnips, we also work hard to tackle instances where we had some very large team ratios have been able to reduce those largest teams from 56, donate 44. And overall, we brought the average ratio down from 34 to 31.

Admitted Listen to me heard the feedback about not having enough time, the tools or the training and the support you need to to excel in the job. And we wanted to work in partnership and have been to address this. So we're still going to put a lot of energy output and energy behind the Dialogue Project is absolutely the right thing to do. Although given the columns, the cockpit technology, the new suffers, pros have long desired the trust score has taken a leap forward, your training courses are available and very soon, the Royal Mail Academy will formally open at the Midlands pub. But I really don't underestimate how big a change this has been. It's a biggest change in a frontline management and alone 30 years.

And of course, everything hasn't landed perfectly on the one. When change the scale. Inevitably, there'll be learnings and be fully anticipated, we will need to work as hard on the implementation of the structure and the structure itself. I'm a fully committed to doing exactly that. But we feel that we are just at the start of the journey. And we need to work together to make continuous improvements for to realize the full benefits. This new way of working can give us and can give us all. And as part of this, we'll set up some listening sessions. That's for you and managers and each of the regional ops directors areas later this week. And that's a bit capturing your feedback on what's going well for you and your teams, but also what's not landed quite so well. And what we need to focus on. And we'd like to direct your candor, and your ideas about how we can continue to hold in your organization and the new operating model. I also want to just take this opportunity to clean up some inaccuracies in your hcms statement which we know has caused some confusion and unnecessary concern. Your latest press release stated that Royal Mail ballot was over the threat to 542 jobs and ruinous changes to service.

Your lane CMAs adjustment suggests that there's another 542 for the jobs to go. And that's the backbone of the reason for the ballot. And this simply is not true. Or a 700 jobs were removed from the organization. That's already happened. And those concerns have left in January's volunteer redundancy challenges have said we'd much taught that at this stage. We've been working together on the implementation of the new organization, we feel that was born with a co creation will unite CMA that has people want to be spending their energy on we know that you're like I've talked about three reasons for the pilot, increasing workload, relocating managers and career progression. These are all areas where we had agreed we can ICMA to review and to whatever. So we very much think that the three areas listed in the ballot on those areas will be should be in dispute. Hopefully we should be under working together to get right


We'll just knows operating in a very challenging business environment, high inflation, supply chain disruption, and continually changing customer preferences. We think everyone knows a manager's most important or that this is not the time for significant damage, the industrial action, we print your business. I mean, no, this has been a major review and the basketball you during this period. And I genuinely thank you for your cooperation and continued commitment throughout the change. We've been really encouraged to hear and many of the managers who have class the opportunity to lead the teams in a different way. And I do look forward to hearing from you. So let's work together and implement the new structure effectively. We'll learn as we go. But we'll adapt as we go as well, but it makes sense to do so. Thank you.

[chickenwittle]

Oh Ricky your so fine your so fine you blow my mind hey Ricky.

[postslippete]

and very soon, the Royal Mail Academy will formally open at the Midlands pub.
[/r]

Not good this for the RM board. Unite aren't happy, the CWU aren't happy.

[Phantom]

Does anyone actually know what the changes are? what are they doing differently from before ??????????

[postslippete]

Thats what I can't work out


The biggest change in frontline management in 30 years according to Ricky and yet fundamentally the line managers are still basically doing the same thing on allegedly substantially more pay? Only the DOM has gone.

[Acca Dacca]

Thats what I can't work out


The biggest change in frontline management in 30 years according to Ricky and yet fundamentally the line managers are still basically doing the same thing on allegedly substantially more pay? Only the DOM has gone.

I think they are now also doing the DOM's job for much less than the DOM got

In charge of a set amount of people but fully accountable for that number - like the DOM position was

[Ad_bee]

I have never read anything so blatantly illiterate.

Please, tell me that's a sabotaged communication.

Painful!

[POSTMAN]

They are crying on Workplace-funny as f**k.

[Woody Guthrie]

I have never read anything so blatantly illiterate.

Please, tell me that's a sabotaged communication.

Painful!

To be fair it's a speech to text conversation thing that POSTMAN uses and it's not always100% spot on.

Having said that I have had face to face meetings with Mr McAulay when he was much further down the food chain and well...I can understand why it's struggling with the translation.

[worktotime]

it sounds like a cry for help to get the managers on there side to do a posties job when we walk ,

[POSTMAN]

How many times have our colleagues been pushed from pillar to post, how many times have our colleagues been thrown off their duty because of this and that, and how many times have they spouted the 'as directed' bollox to colleagues.
Well, it seems the shoe is now on the other foot

Now it seems (couldn't they do that anyway?) Royal Mail reserves the right to move screws from their 'Initial' office to other offices when they want to.
'Your current office is your ‘initial’ office'

Tears and tantrums on Workplace.

[SpacePhoenix]

Now it seems (couldn't they do that anyway?) Royal Mail reserves the right to move screws from their 'Initial' office to other offices when they want to.
'Your current office is your ‘initial’ office'

I believe that applies to us as well as the screws