Other than a raise what would make everyone feel better about the company?
14 replies (most recent on top)
Job security would be nice
Restoring the full 401k match.
Allowing vacation carryovers.
Not laying off a bunch of people 3 weeks after saying “there won’t be any layoffs”.
Actually following through with an initiative for more than 3 weeks.
This company is way too top heavy and the field is suffering for this. Take note from Warren Buffett’s rule number 8 of running a successful business.
- Keep it small.
In 2006, Buffett wrote that he's skeptical "about the ability of big entities of any type to function well." In his opinion, "size seems to make many organizations slow-thinking, resistant to change and smug."
That's one reason Berkshire's corporate headquarters still has only a handful of employees, with almost all the managing work left to its unit's managers. "It is a real pleasure to work with managers who enjoy coming to work each morning and, once there, instinctively and unerringly think like owners."
Hate to say it, but hits the nail right on the head for Follett.
The 401k and bonus cuts are big ones and make the most difference . A long time without layoffs is necessary before people start feeling secure again. More promotions from within and better communication about opportunities would help. Training has never been done well, even in the imaginary good old days.
Operationally we need something new to work right before it goes company wide. When you get a CT WEB that can't handle buyback traffic or the debacle that was the OMS roll out it makes the whole organization look inept.
Finally we have too many levels and middle managers who don't know their job and their subordinates can't understand how they are in their position. Store managers and regional managers should know how to run a Follett store. The fact that needs to be said it absurd.
What a load of BS!!! Like this company really cares!!! What the hell ever!!!
I’m tired off all the moves being made written off as what is in the best interest of the company. Well folks, there is nothing more that is in the best interest of a company than taking care of all of your employees. The us vs them work culture tryst has been created is horrible. We have a chance to redefine an industry and all we are trying to be is a typical big box retailer.
A truth commission with full transparency regarding what has taken place these past 5 years. Names need to be used, responsibility needs to be assigned. Short of that, this place stinks. It's a toxic dump of a work environment. I look back at former colleagues and wonder how the stomach working here.
Being able to be vested in company and job without always fearing a layoff.
Restoring the Follett Values.
Better Understanding of day to day operations for smaller stores and how many task fewer people have to accomplish.
Respect
but limiting a persons ability to save for retirement really hurts.
One thing. RESTORE THE 401k.
Its one thing to cut profit sharing, bonus, vacation carryover, etc.. But limiting a persons ability to save
More control over the GM side of product selection. If the HO buyers worked more with the store offering surveys to identify and order items that fit that specific campus rather than what averages out to be most popular it would increase sales.
More efficient rental system that’s fully integrated through the POS system. Allowing stores to process rental collection refunds through the students account rather than a dump sku and inv adj.
Less execs and balanced budgeting for support staff at the store level.
Centralizing at least half the logins for systems.
More payroll, more control, being treated with respect, better systems, less executives, achievable bonuses, less meaning less conference calls, less passwords and etc and etc...,