[yesIam]

thank you for at least making an attempt to play devils advocate by using examples to support your beliefs. i applaud you, and if i didnt think that i would be the next victim of wills witch hunt then i would take you out for a beer and debate you there. but please, forgive me if i sound frustrated because it seems that not only did you misinterpret my points, you argued for them in some cases. for example
*Everything that has been typed has been vagure generalizations.
to the contrary, i specifically mentioned that his main focus for improvement was retention, and it has gotten worse, not better. i specifically mentioned his mistreatment of area managers, which has helped to lower the overall morale of management. morale and performance generally go hand in hand, and it also is directly tied to-surprise, surprise- retention.
i also specifically mentioned 5006's drop in productivity. esqi and fleet size are atrocious. while he doesnt directly control these, he indirectly had a hand in the drop off by packing MR's bags on the way out
again you want specifics? here are your specifics. retention, employee engagement, morale, etc etc etc
*What successful member of management in GP 50 doesn't like Will?
a pointless statement. anybody who values their job would be foolish to stand up and say WW sucks. which again supports my statement that will is creating a culture of ass kissing politics instead of old fashioned performance.
*I know you can name numerous of members of the failing side that don't like him but their opinion doesn't carry much wait.
what bothers me most about this statement is the fact that you didn't even use the correct term. it's weight, not wait. i know, juvenile distinction, but im drunk and tired.more to the point,so anyone who isn't successful doesn't matter? i can see why you like will so much (not blaming you, i like the guy as well, and hope he lives up to his reputation eventually). most people are not automatically born into a CEOs position. they are trained by good leaders and shown how to transform their branches from underperforming into the elite level.you know, pretty much what will was hired to do. if you just dismissed all of the "failing side" of employees then where would the retention be? i know. where GP50 is right now.
*Well first the EAA is from March to April and that is the 12months that Will started so the argument that we were on the right track prior to his arrival makes no sense.
wow, i didnt realize that will is so magical that the very first month he even stepped foot into arizona the numbers just instantly increased! thats sarcasm. its called a trend. if you follow up a good december with a better january and then an even better february and so on, whoever starts in march will be looking pretty good. look at the spreadsheet lately? its trending in the exact opposite direction right now. anybody in an important leadership position will tell you that results, good or bad, dont happen overnight. in fact this is about the time that his results should be reflective in performance. and the results dont look so good right now.
*What has Will done that has helped GP50 become much better?
this paragragh has some decent arguments, but just barely. to summarize your point, will has been offering cash incentives to perform and increasing natres rates. well f*ck me sideways that is just so revolutionary! maybe they can even tie in managers paychecks to operational profit and then the numbers would just be through the roof!why hasnt anyone thought of this before?
*3rd the stance he has taken on ensuring the home city branches help out the airport location will make an impact over the next 6months. The new airport incentive for MT's will be huge as well. The opportunity to earn an additional 6K while working 4months at 5006 will be a huge incentive for MT's to perform at GP50's biggest location.
my favorite point of all. like i stated before, when MR was there the airport was performing. i was there also, though i in no way am responsible for the great numbers produced.MR had 5006 performing by having an organized plan and the respect and engagement of all of the employees there. he didnt throw his employees under the bus, dismiss non performing employees, or respect ass kissers. if will had his ego in check then he wouldnt have to throw money at people and use all of these incentives to get the place back into a respectable condition because the place would still be performing under MR!MR probably would have left anyways in due time to make millions in tire profits, but you get the point.
*And finally the changes he has helped make in upper management that is redifining our group
talk about "vagure generalizations".
*I would love to see anyone respond to this.....
ditto