with most of the layers doing nothing but making reports celebrating that the chocolate rations have been increased from 2.4% to 2.7% this quarter. Meanwhile back in the garages and CO's it's now BYOTP (toilet paper) time.
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@2ag on my team we are rewarded with pizza parties and coloring contests….hooray! and we use Verizon’s time to create mini golf courses on company. my Sr Dir is so kewl!
I've heard in the office that there's teams that have to send a slack to their TEAM channel when they leave their desk to p-e. another when they get back. another if they leave for lunch and when they get back. Daycare is an accurate description of what these "leaders" are doing.
@ak must be just your work location. Factually all field lm’s are required to do a certain amount of field visits per week (I’m sure different areas may have a different number of visits). I can only speak for NJ and about 30 garage locations, every single LM in every single garage does atleast 10 field visits per week
Yeah Verizon really does need to take a good long look at the management layers. You simply do not need one adult to monitor rather or not 3-5 other adults are doing their job. Writing it out that way seems obvious. It’s like some sort of high security daycare. I mean the student to teacher ratio is what 30:1 students to teachers in any given classroom in America? So how is it possible that you pay adults decent wages yet these adults somehow need more oversight than children learning algebra? Then combine that with the Peter Principle, which basically posits that people ultimately get promoted to leadership rolls they’re not qualified for based on performance in rolls that do not require the same skill set leadership does. You wind up with leaders who are not particularly inspiring, not really capable of overseeing much, and would have been better off staying in their previous roll with a nice pay bump if they were good there. That is the state of leadership at this company. Also many of these roles are there simply to function as rungs on the ladder in lieu of direct compensatory alternatives. Meaning they’re just there to insinuate career progress for the people awarded them. The issue occurs when they get in the way of progress, or have no vision. VZ would be better of collapsing these layers at least by half. AD, Director can go to one. Your Senior Director, AVP, Executive Director, make that one layer. Institute higher hike options for the remaining leaders to give out. With a thinner middle management layer you could even do Senior Director level budgets with clear strings attached. It’s called decentralized command. You give a leader a budget, a clean initiative to achieve with that budget, let them deliver that and leave them alone otherwise. If they fail without good reason 2 years in a row. Show them the door they’re unfit. These jobs pay 250k+ yet they function as glorified childcare. It’s a shame.
Guess they left that out of your contract.
Your right in that the supervisors do nothing but go over their metric reports on weekly calls. Nothing regarding your individual progress or work. I am V field tech and it is rare the supervisor shows up to my work location. They sit on their decks and do nothing. They contribute nothing to the daily work that the workers do. They are not needed if this is all supervisors are being asked to do at this point.