Has The Culture Change started

Martin Walsh · Post by **Martin Walsh** » 27 Mar 2018, 09:56

Please find message below the old guard of Cameron , Jenson , Baidon and Fox who were largely responsible for budget and poor IR and HR problems are gone and this change ends the previous geographical regional operations directors. Instead the Directors for processing , Delivery and Distrbition will report into the Royal Mail functional negotiators of the new Agreement . It is the biggest sign yet that Royal Mail want to ensure the full terms of the agreement is introduced and that includes changing the culture in Delivery Offices.

Message from Sue Whalley, MD Letters & Network
I am making some changes to the structure of Operations. They are about putting us in the best possible shape to successfully drive the business forward as we move into the new financial year and start implementing the agreement with CWU.

We are organising the operation around our three functions: Delivery, Processing and Logistics. The regions will therefore cease to exist. A small number of senior level colleagues – who have made a major contribution over many years – are impacted by these changes. We will be looking, where possible, to find new roles for these individuals.

Below the Regional Operations Director level, there is little change. It is predominantly about realignment and changes to reporting lines, with colleagues reporting into a national functional director rather than a regional director. Delivery will be led by Anton Harding, Processing by Simon Barker and Logistics by Euan McMurdo. Additionally, I am creating a Network Transformation team under Ricky McAulay to help ensure a focus on pipeline development. Support and professional functions will be realigned to the new functional structure. Those working in these teams have been briefed on these changes by their respective functional directors. We will publish new organisational charts over the next couple of weeks to help people visualise the new structure.

In order to successfully meet the needs of customers and become more efficient and effective, whilst remaining the best employer in the market, we have to change and do things differently. These changes will create clearer accountability at all levels of the operation. They will remove many of the complexities that exist within our current structure .They will also build on the changes we’ve already made in One Logistics.

We need to do everything we can – working together – to move the business forward at pace. These changes are effective immediately. However, there will clearly be a transition period as we adapt to the new structure. For those of you in the operation and support and professional functions, it’s really important that we remain focused on delivering a balanced scorecard, from our financial metrics to quality and safety. Please maintain this focus and professionalism over the important Easter holiday period.

It’s important that we look forward, work together and turn the page to deliver continued success for the business. Thank you for your continued support.

XCHpostie · Post by **XCHpostie** » 27 Mar 2018, 10:48

Gone or moved elsewhere?

tommyrep · Post by **tommyrep** » 27 Mar 2018, 13:49

One would hope so. If there is a change in culture within RM it should be welcomed as it is long overdue.
In modern times it is not good practice to treat yor employees like they are stupid, lazy and incommpetent.
Change has always happened throughout history or we would still live in caves.
Modernisation should be welcomed, but not for the current desired need of greed to rule the day.
Good happy staff are the main resource of any company, RM in the past 10 years or so have been hellbent on driving its people to the point of total destruction, by bullying, intimidation and harassment. There is no argument to suggest otherwise.
The main cause of this treatment is because it chose to reward management in the form of bonuses attached to unrealistic staffing and delivery targets. Therefore individual greed replaced common sense and their treatment of good service with reliable staff became a poor second priority. The bonus system overtook managers drive and the result is obvious to see.
Will this new culture of change be successful ? I doubt it. Good man management within RM is not in abundance or promoted.
Better training and recruitment of well paid talented people need to replace what we currently have and the present bonus scheme to reward intimidation needs scrapped.

hans solo · Post by **hans solo** » 27 Mar 2018, 14:15

f**k all changed in our office in fact getting worse again
cant wait until the b&h ramps up with the pda capture data

matthew68 · Post by **matthew68** » 27 Mar 2018, 15:00

hans solo wrote:f**k all changed in our office in fact getting worse again
cant wait until the b&h ramps up with the pda capture data

Nothing changed in our office still full timers finishing early and usual people doing early docket and days off,yet 20 hour guys being hassled about claiming every day!

noggin1969 · Post by **noggin1969** » 27 Mar 2018, 16:02

Nothing changing at ours either

tommyrep · Post by **tommyrep** » 27 Mar 2018, 17:18

I had the impression the changes are proposals and have still to be made, under a new senior management format. ,!?

fishtank · Post by **fishtank** » 27 Mar 2018, 17:36

Another senior management reshuffle does not translate to a change in culture way down at the level we work at. Maybe it will make the tea and biscuits more amicable when the Divi reps meet these people but most of us couldn't pick Anton Harding out of a line up. We've been here before many times, senior managers make the right noises, operations directors turn the screw, delivery office managers fold like cheap suits and revert to form.

Or are you telling us that the two invisible directors Mr Budget and Ms Cost aren't running the business anymore because I could do with a good laugh tonight.

Grinder64 · Post by **Grinder64** » 27 Mar 2018, 18:37

https://thumbs.dreamstime.com/z/man-riding-flying-piggy-bank-wings-money-showing-financial-business-success-happy-huge-stuffed-air-made-104075342.jpg

Coinbags · Post by **Coinbags** » 27 Mar 2018, 19:36

as my mate says " they is still bitchin' in the kitchen - aint dat a ting"

rubberbond · Post by **rubberbond** » 27 Mar 2018, 20:30

They should have a major clear out of all these top and the layer beneath it "non jobs ". There are far too many of these people in this organisation ,she could start by making herself redundant , I doubt anyone would notice if 100 or so of these people disappeared.

Post by **General Mannerheim** » 27 Mar 2018, 20:55

Judging the last B&H case that I have dealt with ...feck all has changed .
Managers still covering for others and down playing things when it's a complaint against management.

worktotime · Post by **worktotime** » 27 Mar 2018, 22:19

whats Moyas word on this ? , shes been very quite and all the talking to sue whalley , hmm , interesting.

BELIAL · Post by **BELIAL** » 27 Mar 2018, 22:57

Even if that was genuine, the damage is already done.
No evidence of any change for the better in my neck of the woods. If anything the scale of management bullying,ignoring agreements and pursuing their war of attrition is accelerating.

Martin Walsh · Post by **Martin Walsh** » 28 Mar 2018, 08:23

The change was only announced Monday , Does anyone genuinely feel you would have had any change in your unit by the next day ?