Their strategy is to apply small cuts frequently and to spread them throughout the system.
By making the cuts in that way it avoids potentially bad public relations, and it allows them to make the cuts in a more targeted way to meet location-specific performance goals.
My advice to anyone still employed there is to update your resume with marketable and transferable skills and to begin applying to other jobs, if you haven't already done so.
Good advice from @10QlJzoZ-yyf.
@1sxf, good question for a good thread. Not sure why it was removed.
The word "talent" in corporate double-speak can refer to any number of things. It usually is meant to describe degreed professionals with specific skills who don't make too much fuss about being kicked around by upper management.
Blueprint Nebraska (lame name) has their work cut out for them. They can't even retain the talent the state already has, let alone recruit more. It makes no sense that UP would be involved, since UP has the same problem, and they've done almost nothing to address their own internal retention issues.
Bottom line: UP is a perfect example of how not to run a business, and nobody from UP management at any level should be offering their advice to anyone about anything.
I mentioned in another post to a different thread how Lance Fritz is a co-chair on a think tank in Nebraska called Blueprint Nebraska. My question that I posed to the thread is...why is Blueprint Nebraska actively trying to recruit young talent to Nebraska including Union Pacific when UP is actively furloughing/laying off employees? What purpose does this serve? Btw, the thread was removed. Just a thought.
You know what he means. Walking out a thousand people or whatever it was several months ago got a lot more attention than the way they are doing it now.
If you think making small cuts will keep the attention from the UP, then you better wake the f— up. They're already being watched. Anything the UP does now has to be reported to the FRA, STB, and the labor board. I think it's the NS that started a version of PSR. When they screw it up just like the others, then you might as well expect another hearing. It doesn't matter how big or small the cut is now. Every class 1 RR is on the radar for service problems at this very moment, including the BNSF. There needs to be way stringent standards on who becomes a manager, director, or in the UP's case, the CEO. The UP is one hell of a sh1thole operation. The "media" is watching in case someone else says that they're not.
Omaha media should be calling UP out. Omaha lost ConAgra and watched First Data get mauled by Wall Street. The city seems to think UP will always be here. They should be asking why Lance is part of an organization that’s scratching their heads over retaining talent, while he systematically destroys an Omaha icon.
Hell no it’s not worth it. You can get a job working half what u do as a UP manager at the same pay. Problem is you got to actually have some qualifications. All you are doing at UP is selling your life to them. Any imbecile can be a UP manager which is why everyone left and only the imbeciles remain.
I was one of those managers that had no home life, it didn’t matter if you worked 100 hours a week, they still screamed at you, everything was your fault and you didn’t get paid anymore than the next stiff. Dispatchers have a pretty good gig, 40 hrs a week, but the stress level is high. With that said managers do get a second pension plus a 401K match, but you have to pay for your own insurance. If you’re lucky enough to retire the two pensions are enough to live on (100k +) and if you started your 401K at a an early age it wouldn’t be hard to have over a million in the bank. Was it worth it? I’m enjoying life now but I probably would have done something different. Quality of life is huge.
Managers add up your hours working including at home, and all the coverage you do not make more than any other manager at any other company per hour.. is not having a life worth the fake salary? There is not a do over when it comes to life cannot get it back but can always make more money as needed.. The average manager at UPRR works at least 60-80 hr a week that is basically two jobs and they have no home life just stress. Choose life .. be active looking for another job don’t wait for them to make decision for you, there are no severance or buy outs in future they put a end to that 6 mo ago.
The pathetic omaha media has all but fell asleep on the crumbling of a local institution.
If they mention it, they chalk it up to the psr idea which they do not understand.
Long gone are the days media would investigate whats really going on and the lives, careers and trashed good reputations left in petes wake.
The real story should be when up is relocating, and the tax deals they got to stay here. They fire people for "misconduct", only to meet thier layoff goals and keep off the radar