Give them what they are asking for....
In an effort to get a new thread started, I'll give you a topic, so you can talk amongst yourselves. I'm out for a while.
Anyhow I'll try to get things back on track for everyone.
What statement can you send ePrize management that you think would help the current employees? (as we all know they are reading this blog rather than addresssing any 'actual' issues)
Here's mine...
Send Sales on a Short leave (say 6-8 weeks). (hell you could even pay them to leave for awhile) Let production get caught up, and get back to the best case scenario, instead of every project being a fire. Then start selling gradually again.
Ok, so the business might take a loss for the Quarter, clients may pile up, but I think you have the financial 'padding' to deal with that in the long-term.
What do y'all think?
posted by dizgruntled at 3:02 PM
6 Comments:
Ooh! Ooh! I've got one.
EWWWW (ePrize University) is a good first step for getting familiarized with ePrize, especially Project Management. However, there's little time to get really familiar with your role once you "graduate." The work starts piling on soon thereafter. But, what's worse, none of your peers have any time at all to mentor new employees. Sure, there's good documentation out there (in certain groups, at least) but hands on training from someone who doesn't hear the ticking clock of "every moment I spend with this new person means I'll be hear a minute later tonight..." would be far more condusive to training and ramp-up.
<THUNK> Here's the manual. Read it and start building your first promotion tomorrow. If you fuck it up, it's you're ass. (In other words... you're in the deep end of the pool, kiddo. Learn to swim.)
If only there could be time schedule for mentorship (that was actually respected)... that's my suggestion for now.
4:46 PM
So in the old days when there was a 'daily' (even when it was the fancy flexy epic one) many production people had like 7.5 hours days ahead of them. When this point was brought up the response was that our estimates for projects should include enough buffer time and that will be built into the 7.5 hours that day. In practice, that almost never worked out. Perhaps scaling back a half hour on the schedule each day might help people flex a bit better when a live issue hits the fan.
In reality, i'm sure this has been suggested before, and I'm sure the changes in production for a completley different project structure are in effect by now, just a thought though.
6:49 PM
You know what? This is productive. This is so much better than being hateful. So far these are pretty good suggestions.
By the way, we received an email from HR this afternoon. They hired 16 new people this week alone, and there are 35 going through next week's eU. I spoke to some of the leaders and they know there are issues and are addressing them head-on. They are not ignoring the issues, they are trying to do the right thing.
You can help by keeping rational suggestions coming and avoid the anger. I'll do the same.
7:14 PM
hey eprizer...that's great news about eU and new hires. I hate to ask...but what was the resignation/termination rate during the same period.
Not to be an ass...just taking into consideration...if you had 4 people resign/quit, and you hired 15, it's really only like hiring 11...and that's assuming 4 of the 15 can fill the exact roles/posistions of the 4 who quit.
11:13 AM
The churn rate used to be one of the things that ePrize could brag about back in "the day". Not so any more, I'm afraid. Should be a big wake-up call but it's still that "we're getting the wrong people off the bus" malarky.
4:57 PM
whats the point in hiring 16 people , anyway they will quit seeing the folks out there, the sooner they (the lucky 16) leave, better for them
2:35 AM
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