OK, we've got one thread running 18 pages about a problem in Philly.
Let's look thru the OTHER end of the telescope.
What's getting better?
Where is the new U doing a better job than the old (that shouldn't be hard! )
Where are there better policies, better management/labor relations, better allocation of resources? Where are employees and management living up to the letter and spirit of their agreements?
I understand there is quite a bit to do, and Rome wasn't built in a day.
I understand the operational merger is down the line.
But as a veteran of a merger, I know what is being done right now is vital. If Doug and company can move the needle NOW, the operational merger will go fine.
US bought PI in 1987 and merged operations in 1989. U so mismanaged the interregnum the operational merger was a fiasco. It created an unneccessary division that lasted a decade. Y'all can't afford to go there again.
One thought. If U/east employees continue to see the 'same old, same old', why would they buy in? You need to understand - the employees that kept U aloft WANT good leadership. They know the lack of same has cost them dearly these past five years. They are ready for improvements in the work environment.
Another thought. The 'HP' folks need to understand - change is coming your way, too. This merger is not going to simply be an overlay of what you used to do over the 'U' network and employees. While I expect quite a bit of HP policies to be retained, rest assured: when you double in size, change happens. Get used to it.
Last thought. Assuming U is committed to PHL long term, I'd make sure they had all of the equipment and staffing neccessary to operate. I'd give them support. And then, I'd accept no excuses.
Best of luck, and I hope y'all can make this thing happen!
Let's look thru the OTHER end of the telescope.
What's getting better?
Where is the new U doing a better job than the old (that shouldn't be hard! )
Where are there better policies, better management/labor relations, better allocation of resources? Where are employees and management living up to the letter and spirit of their agreements?
I understand there is quite a bit to do, and Rome wasn't built in a day.
I understand the operational merger is down the line.
But as a veteran of a merger, I know what is being done right now is vital. If Doug and company can move the needle NOW, the operational merger will go fine.
US bought PI in 1987 and merged operations in 1989. U so mismanaged the interregnum the operational merger was a fiasco. It created an unneccessary division that lasted a decade. Y'all can't afford to go there again.
One thought. If U/east employees continue to see the 'same old, same old', why would they buy in? You need to understand - the employees that kept U aloft WANT good leadership. They know the lack of same has cost them dearly these past five years. They are ready for improvements in the work environment.
Another thought. The 'HP' folks need to understand - change is coming your way, too. This merger is not going to simply be an overlay of what you used to do over the 'U' network and employees. While I expect quite a bit of HP policies to be retained, rest assured: when you double in size, change happens. Get used to it.
Last thought. Assuming U is committed to PHL long term, I'd make sure they had all of the equipment and staffing neccessary to operate. I'd give them support. And then, I'd accept no excuses.
Best of luck, and I hope y'all can make this thing happen!