There is most likely “dead wood” in every group. There are several individuals in my group who don’t deserve a job with Ricoh yet they remain. I’m talking about people who aren’t where they are supposed to be, sick days when they are not sick, dodging work by making themselves appear to be busy, just not following company policy, etc. Management knows who they are in most cases. If we got rid of these people we would be a stronger company. But no, we will let some of the best in the business walk out the door and be left with the dregs. I can’t see us surviving with this mindset. It wouldn’t hurt to trim our bloated management structure either.
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Half the managers don’t do any work either
I think that sooner or later Ricoh will have the dealers doing all or almost all of the copier servicing. So unless you are hoping to be one of the few who remain to service lockers, robots, and rev retail, start writing up those resumes.
I wonder if they’ll not wait a year this time for the next round. I missed this one but if I get included next time I would probably take it and do something totally different.
And like others here have said, it’s gotten terrible at Ricoh.
So many customers tell us that when they renew they will be reducing the fleet because they just don’t print like they did at the beginning of the lease.
Ricoh is speaking load and clear. Everyone knows whats going down. Techs 50-54 of age are the next to go. Theres a few in my area that aint teaching nothing to the new, younger techs. They're going to have to learn on their own. A few that Ive seen around have manicured hands. These newbies are gonna bail as soon as something else crosses their path, some are barely old enough to drink.
@10IkCfnY-5kxu Just because someone notices dead wood at work, doesn't mean they are dead wood themselves. In most cases, it's the most productive employees who are feeling it because they are picking up the slack. At least, that tends to be how it works in call center or field work setups.
Ricoh going down like Kmart, JC Pennys, Montgomery Wards, Sears.
Company is run with falsified numbers techs put in their handhelds. Many horrible, lazy techs cheat the numbers to look good, which makes managers look good, and the region look good. Meanwhile the copiers are bursting into flames at customer sites due to technician neglect.
And when they do put in parts, they put in used parts from old machines. The part will be called H parts. Look in your trash bin after the techs leaves your office, it will say H- followed by the part #. That will be a used, old part and will fail when you need the machine the most. Keep a fire extinguisher close by.
I am worrying about the person I see in the mirror. Yeah, I used to just worry about myself, but I can't unsee what I've seen. There are plenty of people who should be shown the door, but management, at least in my area, is doing a horrible job of weeding them out. The company is too afraid of lawsuits if they begin firing long term employees, even if they deserve it. So now, we are all regarded as equal and many good people will leave and those who stay will pick up the pieces. I feel sorry for the good employees that stay.
You probably need to look in the mirror and worry about the person you see.
During my time with Ricoh in the last decade, they seem to love to reward bad behavior and punish good workers. Everyone gets the same raise regardless of performance; so much for "work hard and earn your raise," they don't believe in that. Promotions often don't happen because departments are plateauing or shrinking instead of growing. Good, senior workers are laid off because "too expensive" or "a threat to management," and every round of hires seems more ... special. "Major Account Executives" who can't figure out how to type in a password to save their lives. And now the IT help desk can barely IT either. But hey, if it's cheaper and gets the execs a bonus.......
Why not offer a reduced work schedule? True, it wouldn't save as much as getting rid of employees altogether. But if someone were given the opportunity to work four days instead of five, Ricoh could still retain some talented people and save twenty percent on their salaries.
I’ve noticed over the last few years that management has been less likely to fire the screwups and under achievers. I think it’s because they know these employees won’t be replaced, or if they are, managers don’t want the headache of training the noobs. By keeping the poor performers they are essentially rewarding people for behaving badly. The good people see this and it’s really bad for morale.