Looks like our serious feedback in how to run this airline is needed....catch...you only get a couple of days to give it. deleted by moderator on VP of culture integration. My guess is Larry Lesueur VP doesn't want to get overwelmed by the feedback. Does this sound familiar or what.
Employee feedback needed
- Thread starter l8rd8r
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AIRWOMAN
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This is taken from the "letter."
We need to hear from you. Everyone talks about how we need to “change our culture†yet it is going
to take each of us participating in this effort to create a great airline. With your input, we will develop
a direction for US Airways that ensures our future success and a strong, positive culture. Here are
some questions to consider, but please use your own voice, cover the topics that are important to you,
and be as brief or detailed as you choose.
How do we ensure our employees feel valued and engaged?
How do we best communicate with you?
How do we ensure a successful integration of the two airlines?
In other words, what will success look like to you?
How do we ensure our customers consider US Airways a leader in customer service?
What do you expect from your senior leadership (director and officer level)?
What do you expect from your local leadership (supervisors, managers)?
Lastly, what do you expect from your peers, both in your department and in other departments?
Please send your comments, by 12/15/05, to me at corpcomm@usairways.com. Note “Culture
Feedback†in the subject line. We will be sending out our annual employee survey in early 2006 but
want to gather some feedback prior, which will also help ensure we have the right questions on the
survey. Thanks, and we look forward to hearing from you.
Never underestimate the power of US!
gonzo
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It's really kind of funny and sad that they would ask for this kind of information. You would think that being in business for as long as many companies have been, that they would know by now how to communicate to their employees. To me this is a very weak attempt at trying to make the empoyees feel they have input as to the structure of the company. 🙂
flawed POR based on old cost estimates like in the past...now they want ideas?
i think i saw this somewhere else.....
ask jack
MarkMyWords
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Isn't soliciting your opinion a step in the right direction? It would be very easy for someone sitting in an office to decide everything with no input from anyone. At least he is taking the time to get some feedback.
Can't you Bozo's appreciate anything?
gonzo
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I appreciate the fact that I know that what we suggest will not be listened to and that responding to this or any other company request for help is nothing more than a feeble attempt to make us feel that we have input.
My primary suggestion would be, "take care of the employees first and then the customers would be much happier". It works and it's been proven many times, but they don't want to hear it.
Ok....I'm done. 🙂
MarkMyWords
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Gonzo.....
Read the above questions that I highlighted....this is about taking care of employees. They are questions about your expectations, what you value, how they communicate, how we succeed at merging and how you measure that success.
kao
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ya know what? HP tried this before--didn't work....great PR though....maybe, just maybe, it worked for your department or the hubs...it didn't in the field stations. Remember the LAC? It was all about our input ect....didn't work in the field stations...we were allowed to voice opinions and they got no where...on the local level we were able to work with local management a bit to try to make sense of the legally gray handbook...that is it...so try not to knock people that have an opinion that it is a crock...sorry...I do not believe that the new regime really does not know what we want-simply-take care of us! We are most certainly taking care of them with the latest numbers/stats...maybe we should all email and do a one liner...."you know what we want-take care of the employee's".........short and sweet....do you think they would get that????????
dell--that was classic!!! keep it coming...i always look forward to your responses!!! pm me sometime...you seem to have been around the block several times....
BoeingBoy
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To: corpcomm@usairways.com
Subject: Culture Feedback
How do we ensure our employees feel valued and engaged?
By treating them as valued assets, not as liabilities that cost too much. Executive raises given while telling the mere "employees" that costs must be contained sends precisely the opposite message.
How do we best communicate with you?
Honest verbal and written communications are a starting point - where are we headed, what's in store, what do the executives expect the airline to look like in 3, 5, or 10 years. However, actions always speak louder than words - see executive raises above as well as hiring Jerry Glass to lead negotiations with the employee groups.
How do we ensure a successful integration of the two airlines?
Actually adopt the best of both airlines, and to the extent possible try to ensure that there are no "winners" or "losers". As above, actions will be loud enough to drown out any words.
In other words, what will success look like to you?
An airline that's profitable, growing, and where everyone shares in the success - not just the privileged few (see executive bonuses above).
How do we ensure our customers consider US Airways a leader in customer service?
If you treat the employees right, they'll treat the customers right. That's been Southwest's mantra since their inception and history shows it works. (Also see executive bonuses above)
What do you expect from your senior leadership (director and officer level)?
That they ask no sacrifice that they're unwilling to participate in, that they accept no reward that they're unwilling to share with the "regular" employees. (See executive bonuses above)
What do you expect from your local leadership (supervisors, managers)?
Nothing less than I expect for the senior executives. Treat everyone with respect, be honest, and by all means don't engage in CYA (cover your ass..ets). All too often supervisors report upwards only that which those above them want to hear. If there's a problem, clearly and accurately identify the problem and what's needed to correct it - don't try to shift blame. (Refer to the East "Christmas Meltdown" of 2004)
Lastly, what do you expect from your peers, both in your department and in other departments?
That they adopt a "We're in this together" attitude. Stop the "What can I gain regardless of what it costs someone else" and the "Who can I blame to stay out of trouble myself" attitudes.
Jim Gxxxxx
CLT B737 Captain
Subject: Culture Feedback
How do we ensure our employees feel valued and engaged?
By treating them as valued assets, not as liabilities that cost too much. Executive raises given while telling the mere "employees" that costs must be contained sends precisely the opposite message.
How do we best communicate with you?
Honest verbal and written communications are a starting point - where are we headed, what's in store, what do the executives expect the airline to look like in 3, 5, or 10 years. However, actions always speak louder than words - see executive raises above as well as hiring Jerry Glass to lead negotiations with the employee groups.
How do we ensure a successful integration of the two airlines?
Actually adopt the best of both airlines, and to the extent possible try to ensure that there are no "winners" or "losers". As above, actions will be loud enough to drown out any words.
In other words, what will success look like to you?
An airline that's profitable, growing, and where everyone shares in the success - not just the privileged few (see executive bonuses above).
How do we ensure our customers consider US Airways a leader in customer service?
If you treat the employees right, they'll treat the customers right. That's been Southwest's mantra since their inception and history shows it works. (Also see executive bonuses above)
What do you expect from your senior leadership (director and officer level)?
That they ask no sacrifice that they're unwilling to participate in, that they accept no reward that they're unwilling to share with the "regular" employees. (See executive bonuses above)
What do you expect from your local leadership (supervisors, managers)?
Nothing less than I expect for the senior executives. Treat everyone with respect, be honest, and by all means don't engage in CYA (cover your ass..ets). All too often supervisors report upwards only that which those above them want to hear. If there's a problem, clearly and accurately identify the problem and what's needed to correct it - don't try to shift blame. (Refer to the East "Christmas Meltdown" of 2004)
Lastly, what do you expect from your peers, both in your department and in other departments?
That they adopt a "We're in this together" attitude. Stop the "What can I gain regardless of what it costs someone else" and the "Who can I blame to stay out of trouble myself" attitudes.
Jim Gxxxxx
CLT B737 Captain
MarkMyWords
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Send it in Jim!!!! 
LCC_#1
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willyloman
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There will be no change in culture while JERRY GLASS is on the property. :down:
EricLv2Fish
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I too am very disappointed with the executive pay raises, but I'm not ready to burn the barn just yet. As far as asking for employee input...employees do have a voice as evidence by the repainting of the US Airways fleet (originally DP was pretty emphatic that at the current time repainting the fleet was not cost effective at a town hall and an employee made him rethink his position.) Is this memo referenced on this thread sincere? Gonzo I think has a point in that the request seems somewhat weak. Maybe this memo was actually intended to guage employee feelings/morale to see if something needs fixed in the morale department vs actually soliciting ideas for change. I think Boeingboy's post is representitive on how many feel. Great post.
