Withington...what planet is this guy from??

[yesIam]

E####B, who got fired and what was the witch hunt about?

Originally Posted by yesIam

*******surprised, i did not mean you,that was a mistake, i was directing that post to Unregistered256*******

Great post /response. Not everyone is here because they hate thier job-a lot are here because they really enjoy it. Nice to see there are others in that boat. There has to be good stuff that Wil can bring to the table or he wouldn't have gotten this spot here in PHX. I think he just came here with the mindset that PHX need to be 'fixed'. I believe TT helped us take a step in that direction and now Wil has taken us 2 steps back. Wil-be the leader you were promoted here to be.

Nothing has been said about what Will did to hurt the group. Everything that has been typed has been vagure generalizations. What successful member of management in GP 50 doesn't like Will. 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 has Will done that has helped GP50 become much better?
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. Secondly, the way he helps mangage the internet/NatRes pricing and when to be sold out or raise prices has been great and very helpful to to the Revenue increase that was seen. The extra incentives that are given to managers to earn more $$ if they perform has helped good leaders make more $$. I know that hasn't helped managers who can't perform but... 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. I have heard more than one Area Manager talk about their monthly statement meetings with Will and how he really get them focused on what needs to be done. And finally the changes he has helped make in upper management that is redifining our group. If you can't perform then you will not stay in your position. That has given new meaing to pay for performance.. I would love to see anyone respond to this.....

Originally Posted by Unregistered897

Nothing has been said about what Will did to hurt the group. Everything that has been typed has been vagure generalizations. What successful member of management in GP 50 doesn't like Will. 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 has Will done that has helped GP50 become much better?
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. Secondly, the way he helps mangage the internet/NatRes pricing and when to be sold out or raise prices has been great and very helpful to to the Revenue increase that was seen. The extra incentives that are given to managers to earn more $$ if they perform has helped good leaders make more $$. I know that hasn't helped managers who can't perform but... 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. I have heard more than one Area Manager talk about their monthly statement meetings with Will and how he really get them focused on what needs to be done. And finally the changes he has helped make in upper management that is redifining our group. If you can't perform then you will not stay in your position. That has given new meaing to pay for performance.. I would love to see anyone respond to this.....

he has sex with mts

Originally Posted by E####B

I love to see well thought out responses with valid points. Kudos, yesiam. I haven't experienced the Will era of ERAC, but you are not the first person to share such information or opinion. I've had a lot of love for the E in the past, but have been skeptical of how they treat their people and the direction they are going. Between this and an unnecessary witch hunt that lead to a firing of an extremely devout employee, it REALLY pisses me off. I hope all of you current employees get what you want from the job, but take heed. You have the information. Cover your a$$ and don't let the Green Machine run over you too.

Witch hunt? Firing of devout employee? Who are you talking about?

[E####B]

It's out if you look for it... I'm bitter by it and don't want to discuss it on the message board. I'm a little disappointed in myself for getting on a rant and talking about it in the first place. However, if you look hard enough, you'll find it. =(

[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

Once again, you don't understand the term specific. "again you want specifics? here are your specifics. retention, employee engagement, morale, etc etc etc"
That statement is very vague. Why don't you enlighten us with what you feel Will has done about retention that is bad. Remebmer we want steps that he has asked someone to do that then resulted in a someone quitting. If you can manage that then we would love to hear your argument.
I can tell you something that he has done to help retention. In fact, I can name a few. He gives all FT employees that write 25 tickets or more $100 if the ESQI of their branch is 80. He gives A and B goals to managers to allow them to make more money. He adjusted pay plans for managers who were not set up to make 46K even if they were not performing in a hope that this would motivate them. Those are specifics that Will has done in an attempt to help our group with our poor retention. Funny thing, it helped us win an EAA in his first year.

[yesIam]

ehhh, this discussion is now getting redundant and stale. bottom line is will can do a million things to help retention. but what he is doing is not working at the lower levels of the company.you get graded on results and not plans that you put in place.if retention,employee engagement esqi, and fleet growth, especially at your flagship office, are underperforming then something needs to change. will is the head of rental, and rental is where the numbers are slipping. i would be interested to see what his annual review says.i respect the fact that many people feel he is doing a good job, but the numbers just don't bear that out. yes, he helped us get an EAA award, but i doubt we will get one this year, and this is when will's contributions will be most evident. ive said my piece. E###B, i am going to be looking for the witch hunt info that is out there.

You are mistaken. It is up to the MT's, Assistants, and Branch Managers to make their own fate. Will can give all the plans he wants and when you follow them you succeed. The MT's, Assistants, and Branch Managers that do not listen, well you know what happens. They don't succeed and then blame upper management.