Most companies could benefit with a bit of culling. Folks who take three hour lunches on the clock and then need a break to recover can be eliminated from the rolls. There is phenomenal waste in American corporations and the DEI CEO's are too weak kneed to effect the necessary change. Salaries is one of the largest expenses of a company and there is a lot of dead weight in the ranks. Maybe Elon will be the trend setter.
The real money is spent on middle management, and exec perks. They should hang on to those with expertise that get the work done, and flatten the rest like a pancake.
I've seen managers hang on to a job for years with only two employees reporting to them. Those types aren't needed. Their bosses are likely not needed either.
I worked in a national organization that was full of unions. I swear, the unions only made it worse because their main goal was to put a finger into the eye of management. If they didn't like management they would purposefully slow down, still stay within work standards, but just barely. I'm the kind of guy who will break my neck to get the job done in as little time as possible. The union hated this and began figuring out ways to slow me down. On top of that I had to work under a supervisor who wasn't a good leader and wanted to micromanage. The union official and her hated one another, I just tolerated them both and did my job. If those two people would have disappeared from the work room floor then the entire work production would have increased and everyone would have been happier. Bad employees should be fired, no cause given at times. One day you clock in, the next minute you're give a pink slip and a "thanks for your service" pat on the back. Good riddance !
Unions are like any other organization that started out for a reason, then got turned into a money maker with no oversight for people that don't know what a shovel is for. There's good, decent people in most all of them that are worn down daily with bureaucracy, and if someone gets too efficient at what they do, the slackers that don't know what sweat is step in and start talking them into slowing down, otherwise it makes them look bad. Union management gets money and power by having the most people paying money from every paycheck they can add ("anti-efficiency"), and it isn't until the phrase "offshoring" is used until they get any incentive to do otherwise. And God forbid you mention firing someone that's not a regularly productive worker.
Most the productive union workers will agree with everything I've just stated, but won't say it out loud for fear of repercussions of "going against the herd".
This is a balancing act. The larger an organization gets, the more support your operations group (whoever makes the money) needs to be most efficient.
You see a lot of businesses crash and burn because they just lump everything on the front line worker/first level management in a bid to keep "lean" and impress short term money goals. In the long run, you burn out your employees who move on and the company suffers from brain drain over a 3-5 year time span.
Where companies fail is by having middle managers who are missing either accountability or authority (and sometimes both). If a manager has to ask a boss for every little thing - or if their performance on indicators useful to their position are not reviewed - they are cuttable. [Note: Outside of a training situation for 6 months or so, such as when promoting a good worker to the next level]
Where companies fail is being full of managers that got their jobs through kissing ass, nepotism, and affirmative action.
Most of them don't have a fucking clue what the job of those under them require, and thus they don't have a fucking clue who their most valuable employees are, and end up rating more brown nosing ass kissing individuals like themselves with the greatest ratings. Those that are really smart just say fuck it and leave for greener pastures which in the rare case they may find.
Ive been in situations where i get put in charge of people who i dont have an i kling of their work. You learn.
The nepotism management position is a fantasy that people enjoy because it means they might luck pit and get a cushy job like it someday. Very few are failing where they knew someone and got the job that way.
Most are where they are via the principle of promotion until you no longer stand out and lack of accountability for their position by their own management.
I believe in the flip side as well. So many people have been fired by large corporations for doing their jobs better than what they were expected to do. "Not following standard operating procedure."
Most companies could benefit with a bit of culling. Folks who take three hour lunches on the clock and then need a break to recover can be eliminated from the rolls. There is phenomenal waste in American corporations and the DEI CEO's are too weak kneed to effect the necessary change. Salaries is one of the largest expenses of a company and there is a lot of dead weight in the ranks. Maybe Elon will be the trend setter.
The real money is spent on middle management, and exec perks. They should hang on to those with expertise that get the work done, and flatten the rest like a pancake.
I've seen managers hang on to a job for years with only two employees reporting to them. Those types aren't needed. Their bosses are likely not needed either.
I worked in a national organization that was full of unions. I swear, the unions only made it worse because their main goal was to put a finger into the eye of management. If they didn't like management they would purposefully slow down, still stay within work standards, but just barely. I'm the kind of guy who will break my neck to get the job done in as little time as possible. The union hated this and began figuring out ways to slow me down. On top of that I had to work under a supervisor who wasn't a good leader and wanted to micromanage. The union official and her hated one another, I just tolerated them both and did my job. If those two people would have disappeared from the work room floor then the entire work production would have increased and everyone would have been happier. Bad employees should be fired, no cause given at times. One day you clock in, the next minute you're give a pink slip and a "thanks for your service" pat on the back. Good riddance !
Unions are like any other organization that started out for a reason, then got turned into a money maker with no oversight for people that don't know what a shovel is for. There's good, decent people in most all of them that are worn down daily with bureaucracy, and if someone gets too efficient at what they do, the slackers that don't know what sweat is step in and start talking them into slowing down, otherwise it makes them look bad. Union management gets money and power by having the most people paying money from every paycheck they can add ("anti-efficiency"), and it isn't until the phrase "offshoring" is used until they get any incentive to do otherwise. And God forbid you mention firing someone that's not a regularly productive worker. Most the productive union workers will agree with everything I've just stated, but won't say it out loud for fear of repercussions of "going against the herd".
There is a phrase that is ubiquitous in the trades -- Union pace.
This is a balancing act. The larger an organization gets, the more support your operations group (whoever makes the money) needs to be most efficient.
You see a lot of businesses crash and burn because they just lump everything on the front line worker/first level management in a bid to keep "lean" and impress short term money goals. In the long run, you burn out your employees who move on and the company suffers from brain drain over a 3-5 year time span.
Where companies fail is by having middle managers who are missing either accountability or authority (and sometimes both). If a manager has to ask a boss for every little thing - or if their performance on indicators useful to their position are not reviewed - they are cuttable. [Note: Outside of a training situation for 6 months or so, such as when promoting a good worker to the next level]
Where companies fail is being full of managers that got their jobs through kissing ass, nepotism, and affirmative action.
Most of them don't have a fucking clue what the job of those under them require, and thus they don't have a fucking clue who their most valuable employees are, and end up rating more brown nosing ass kissing individuals like themselves with the greatest ratings. Those that are really smart just say fuck it and leave for greener pastures which in the rare case they may find.
Ive been in situations where i get put in charge of people who i dont have an i kling of their work. You learn.
The nepotism management position is a fantasy that people enjoy because it means they might luck pit and get a cushy job like it someday. Very few are failing where they knew someone and got the job that way.
Most are where they are via the principle of promotion until you no longer stand out and lack of accountability for their position by their own management.
I believe in the flip side as well. So many people have been fired by large corporations for doing their jobs better than what they were expected to do. "Not following standard operating procedure."
"Touchdown!"
"I don't care. You didn't run the play the way it's drawn up. Process, son. Process. Ride the bench and think about what you've done."
The government could learn from him.
Also how many FBI/CIA agents/commies did Twitter need to hire to edit all the orange man bad lines lol or permaban.
You know that was most of the employees were doing.
Be careful what you wish for. Currency collapses can be brutal.