I'd like to know what the goals are for FSS this year. Are we being set up to fail? How do this year's goals compare to last year's? I heard that FHEG is doing worse than last year. Is that true?
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Yes, probably CNS problems.
I can't help but wonder if the "problems" with PTO record keeping are similar to the "problems" with streaming town hall meetings.
They don't have correct numbers? Umm previous post: Something is amiss. The new leadership hires show current educational accreditations. The actions though are not aligned with their degrees. First example "Firms that effectively manage employees hold an advantage over competitors. (Pheffer 1998) estimates that organizations can reap 40% gain managing people in ways that build commitment, involvement, learning, and organizational competence". Second example; why with all the latest video conferencing would anyone need to travel half across the global for quarterly meetings when the agenda is to cut costs? A private held company is not under the same scrutiny or financial accountability as public held companies. So what exactly is the relationship with this vendor, it's not producing the ROI that is being sold. Why all the secretary when it has been shown to be so counterproductive for the organization?
what's up with our PTO balances? Kind of makes me doubt Follett's record keeping if they have to send out an email saying their numbers may be wrong and we have to wait weeks for them to 'fix' it.
Maybe during the town hall meeting that WASN'T broadcast?
Haven't seen the new STI plan. When was it communicated?
I want my bonus plan back!!!! This STI is crap.
Leadership 101. Clearly communicate goals so all employees are working towards the common goal. Nothing like rowing against each other.
Based on what is said at the Town Hall meeting, you have one vendor relationship where all the growth comes from. Your goal is to make sure that continues.
Smart man not to give your name to leadership.....many others who have questioned are no longer with Follett.
FHEG is right on track to repeat last year. They will continue to layoff to shore up the bottom line for bonus purposes. Paying a bonus this year is priority number one for the leadership team. Decisions are all short term with this focus.
What happened to the matrix that gave an additional percentage if you were below midpoint of the pay scale for your job grade?
I was told that the merit increase was only for people with above benchmark reviews. Really? Now raises are only for a select few?