A friend of mine who is a flight attendant for NWA in MSP sent me this lettter.
******************************************************
I have deleted the name of the flight attendant who wrote this to protect their
privacy. Great letter:
Sent: Monday, October 10, 2005 2:00 PM
Subject: Letter from a flight attendant
September 14, 2005
Northwest Airlines
Office of the CEO
2700 Lone Oak Parkway
Eagan, MN 55121
Mr. Steenland,
(And I say that as pointedly and disrespectfully as words may convey . . .)
I am writing you today to call for immediate action from you and your
executive management team. I, without prior consent or knowledge on part of
the Professional Flight Attendant Association, demand your immediate
resignations!
I wake every morning, hoping to see a light at the end of the tunnel, only
to find that the batteries in the flashlight are dying and the light
continues to diminish. I sit here today in shock, dismay, and bewilderment,
wondering how things have dramatically and drastically changed at this
company since your appointment as CEO after Richard Anderson's departure.
Anger, depression, and disgust vaguely convey the sentiment your
subordinates cope with daily.
After having researched on nwa.com the career paths of the executive members
who currently lead this company, it is disgruntling to learn that not one of
you has been employed by Northwest prior to 1991, including you. With
barely 14 years of service, it is no wonder you and your team genuinely care
little to nothing about the success and future of this company. You and the
others, in all likelihood, will find employment at another company. We, the
dedicated, hardworking, and loyal employees of this company, will remain
long after your departure. Our success depends on the survival and
viability of this company. With six-figure incomes, guaranteed and
protected retirement, and stock bonuses, doubtfully you and your executive
team are concerned with the outcome of NWA's current financial situation.
You have been quoted as saying, "Given the difficult industry environment
and the continued financial pressures facing Northwest, the board is
presented with the challenge of adopting executive compensation policies,
including executive retirement programs, that provide incentives to help
retain Northwest senior management while recognizing the airline's need to
restructure its labor costs." That, in and of itself, is a paradox. What
you have managed to retain is a group of incompetent individuals who have
done nothing more than guarantee the destruction and demise of a once
flourishing company. The job market is flooded with individuals who are
surely more qualified and willing to run this company for considerably less
pay. The marketed and published vision of NWA is "to build together the
first choice airline and global alliance network with the best people; each
committed to exceeding our customer's expectations every day." To ensure
this, The Checklist for the Future was developed, with one of five key
elements being "Focus on People." And I quote, "By taking care of Northwest
people-our greatest assets--they will take care of our customers and our
customers will come back in increasing numbers to travel on the Red Tail.
We will achieve this objective through enhanced communications, fair and
progressive labor relations, state-of-the-art training, and continued
improvements to employee services and facilities." You and your executive
team have not even honored your own hype and propaganda.
As I see it, the problem we face is NOT a result of 9/11, SARS, terrorism,
the wars in Afghanistan or Iraq, high fuel prices, the company's
infrastructure, or the labor unions. The problem is incompetent and greedy
management. Pyramid, or top-down, leadership is a functional design, when
those at the top are intelligent, competent, labor friendly, and dependent
on the success of the company for their own vested interests. I firmly
believe that not one member of your executive leadership team meets these
apparent qualifications. Obviously, with the departure of prior executives
like Anderson, Jeff Putman, etc., they knew the management at this company
is not employee friendly. Having historically had more striking unions than
most other companies, this becomes apparent as well.
The negotiation process set up in the Railway Labor Act is intended for
parties to reach fair and equitable agreements and to negotiate in good
faith. As a layman, I recognize that NWA management is not negotiating in
good faith, but demanding set concessions without explanation. You may feel
you do not owe subordinates any explanation whatsoever, but I remind you, no
company can operate without subordinates to do the "grunt work" members of
your executive team wouldn't stoop to. Yes, Mr. Steenland, you are required
to explain everything because we are who you answer to, not just the Board
of Directors.
Now I may be labeled a renegade, but when explicit and implicit threats
abound (tracking reserve and sick travel, requiring doctor's notes for sick
calls, hiring replacement flight attendants, and publishing union-busting
propaganda about looming possibilities of bankruptcy), you may call me what
you like. Therefore, this is a call to action. Resign, all of you! Who
will lead this company? I am bold enough to say I WILL. I will do your
job. I will do your job better. I will do your job for considerably less
compensation. Unlike your executive team unwilling to gamble on hedging
fuel, I AM willing to gamble that I couldn't do a worse job than you are
currently doing. At a time like the present, thinking outside the box is
unavoidable. Open your eyes, Mr. Steenland, and realize you and your
executive team have reached your expiration date and it is time for your
removal from the management shelf before your subordinates have to smell
your spoil. Things are already profoundly rancid!
Disrespectfully yours,
Removed for privacy
******************************************************
I have deleted the name of the flight attendant who wrote this to protect their
privacy. Great letter:
Sent: Monday, October 10, 2005 2:00 PM
Subject: Letter from a flight attendant
September 14, 2005
Northwest Airlines
Office of the CEO
2700 Lone Oak Parkway
Eagan, MN 55121
Mr. Steenland,
(And I say that as pointedly and disrespectfully as words may convey . . .)
I am writing you today to call for immediate action from you and your
executive management team. I, without prior consent or knowledge on part of
the Professional Flight Attendant Association, demand your immediate
resignations!
I wake every morning, hoping to see a light at the end of the tunnel, only
to find that the batteries in the flashlight are dying and the light
continues to diminish. I sit here today in shock, dismay, and bewilderment,
wondering how things have dramatically and drastically changed at this
company since your appointment as CEO after Richard Anderson's departure.
Anger, depression, and disgust vaguely convey the sentiment your
subordinates cope with daily.
After having researched on nwa.com the career paths of the executive members
who currently lead this company, it is disgruntling to learn that not one of
you has been employed by Northwest prior to 1991, including you. With
barely 14 years of service, it is no wonder you and your team genuinely care
little to nothing about the success and future of this company. You and the
others, in all likelihood, will find employment at another company. We, the
dedicated, hardworking, and loyal employees of this company, will remain
long after your departure. Our success depends on the survival and
viability of this company. With six-figure incomes, guaranteed and
protected retirement, and stock bonuses, doubtfully you and your executive
team are concerned with the outcome of NWA's current financial situation.
You have been quoted as saying, "Given the difficult industry environment
and the continued financial pressures facing Northwest, the board is
presented with the challenge of adopting executive compensation policies,
including executive retirement programs, that provide incentives to help
retain Northwest senior management while recognizing the airline's need to
restructure its labor costs." That, in and of itself, is a paradox. What
you have managed to retain is a group of incompetent individuals who have
done nothing more than guarantee the destruction and demise of a once
flourishing company. The job market is flooded with individuals who are
surely more qualified and willing to run this company for considerably less
pay. The marketed and published vision of NWA is "to build together the
first choice airline and global alliance network with the best people; each
committed to exceeding our customer's expectations every day." To ensure
this, The Checklist for the Future was developed, with one of five key
elements being "Focus on People." And I quote, "By taking care of Northwest
people-our greatest assets--they will take care of our customers and our
customers will come back in increasing numbers to travel on the Red Tail.
We will achieve this objective through enhanced communications, fair and
progressive labor relations, state-of-the-art training, and continued
improvements to employee services and facilities." You and your executive
team have not even honored your own hype and propaganda.
As I see it, the problem we face is NOT a result of 9/11, SARS, terrorism,
the wars in Afghanistan or Iraq, high fuel prices, the company's
infrastructure, or the labor unions. The problem is incompetent and greedy
management. Pyramid, or top-down, leadership is a functional design, when
those at the top are intelligent, competent, labor friendly, and dependent
on the success of the company for their own vested interests. I firmly
believe that not one member of your executive leadership team meets these
apparent qualifications. Obviously, with the departure of prior executives
like Anderson, Jeff Putman, etc., they knew the management at this company
is not employee friendly. Having historically had more striking unions than
most other companies, this becomes apparent as well.
The negotiation process set up in the Railway Labor Act is intended for
parties to reach fair and equitable agreements and to negotiate in good
faith. As a layman, I recognize that NWA management is not negotiating in
good faith, but demanding set concessions without explanation. You may feel
you do not owe subordinates any explanation whatsoever, but I remind you, no
company can operate without subordinates to do the "grunt work" members of
your executive team wouldn't stoop to. Yes, Mr. Steenland, you are required
to explain everything because we are who you answer to, not just the Board
of Directors.
Now I may be labeled a renegade, but when explicit and implicit threats
abound (tracking reserve and sick travel, requiring doctor's notes for sick
calls, hiring replacement flight attendants, and publishing union-busting
propaganda about looming possibilities of bankruptcy), you may call me what
you like. Therefore, this is a call to action. Resign, all of you! Who
will lead this company? I am bold enough to say I WILL. I will do your
job. I will do your job better. I will do your job for considerably less
compensation. Unlike your executive team unwilling to gamble on hedging
fuel, I AM willing to gamble that I couldn't do a worse job than you are
currently doing. At a time like the present, thinking outside the box is
unavoidable. Open your eyes, Mr. Steenland, and realize you and your
executive team have reached your expiration date and it is time for your
removal from the management shelf before your subordinates have to smell
your spoil. Things are already profoundly rancid!
Disrespectfully yours,
Removed for privacy
