Any U5 news?

[erac-hater]

Left U5 a while ago, just wondering if its still as shit as it was when I was there? Whats the latest? Still as incompetent as ever?

When I drive past the branches in my area, I always see new faces and none of the ones I knew, so I presume retention is still a major issue?

things have gone from strength to strength since you left you were the weakest link goodbye

[soon.to.be.ex-ERAC!FREE!!]

"things have gone from strength to strength since you left you were the weakest link goodbye"


You wish

been with u5 for not that long and its crap. People are a waste of time and the whole set up is just a joke.

U5HR's "I know you are but what am I?" approach to this thread sums up the kind of childish games that they employ on a day to day basis. Take the "sweep it under the carpet" attitude towards employment and retention.

I'm your typical ex-employee of U5. I put above average effort and time in to keep the ship afloat in hard times, always in hope that HR were send up some freshed faced, naive wanna-job to replace the ever diminishing number of disgruntled staff. This was not a branch only issue, not even an area issue, the problem was rampant through out the entire group. I think the fact that HR are ALWAYS on the job to get more staff is more a reflection on thier poor effort to explain the job, hours, pressures and expectations fully to potential recruits. I even remember asking the question when I was up at U599 in training "Is this recruitment for growth or replacement?" Sian seemed hugely defensive and offended when she bit back saying "growth!" Yet once at branch there was no effort made to hide the fact that alot of people had just left.

Please U5HR, explain why you don't explain the job realistically at recruitment? Is it because you would rather have a chump to stay for a month or two rather than be brutally honest and have to interview 30 people to get one willing new employee?

I put my life and soul into Enterprise for a long time. I worked 60 hour weeks regularly and did just about anything to make place a success. Work til midnight, drive out of group to source a car, work every saturday for months. Run the branch when there is no branch manger for weeks at a time (for no additional pay of course). Nothing of this sort was ever mentioned in the slightest at recruitment, yet I promise you my experiences were anything but extraordinary....

Sound familiar anyone??

[jasjadjos]

sounds very familier, how long ago did you leave and how long where you there i left last year as a manager for u5

Not long after there was that really bad run in the Post-Gravey era. Shit really hit the fan then and nobody knew what to do so they left. There is only so much you can do with a year's experience in the firm. The pay did not match the responsibility and there is only so many 60 hour weeks you can work without recognition and support before you realise it just aint f**kin worth it. We're all young and like most people a rental job is not a life. Its a job. End of story. When you are stopped from being able to enjoy life outside work because you either can't have one or you're too f**in tired, it's time to leave.

The only good thing that came out of the whole thing was that it drove to say "never again will I work for The Man!" So instead I started my own firm with friends. We've made a business that has ethics, is environmentally sustainable, socially responsible, has like-minded customers and most of all it is actually fun and rewarding to develop and grow.

Holy Shit, I think I just described the Anti-Enterprise. Thank you Enterprise for showing me how not to do business!

Oh, and I couldnt help but notice U5HR had no response to my last post.

One last note, profit isn't everything. But then again, U5 didn't seem to know much about that when I was there anyway. There is something out there called the Triple Bottom Line. But I don't think ERAC will find it in our lifetime.

sheep shaggers

the problem at the moment is that people at head office oversee the fact that most employees who have been in the company for more than 6 months are working more than 50 or 60 hours/wk and there is no such thing as time back, as there are not enough people in these branches. on a recent training session martyn asked me what are the hours like in ur branch, i said well u know and every one in this room knows that we are all working donkey hours so there is no point of me saying that i am happy with the hours and although every one in here might not say this but secretly they agree with me, he then did'nt ask anyone else that question. so this needs to be looked at, HR please open your eyes.

[EX-Heathrower]

Originally Posted by The Disgruntled

U5HR's "I know you are but what am I?" approach to this thread sums up the kind of childish games that they employ on a day to day basis. Take the "sweep it under the carpet" attitude towards employment and retention.

I'm your typical ex-employee of U5. I put above average effort and time in to keep the ship afloat in hard times, always in hope that HR were send up some freshed faced, naive wanna-job to replace the ever diminishing number of disgruntled staff. This was not a branch only issue, not even an area issue, the problem was rampant through out the entire group. I think the fact that HR are ALWAYS on the job to get more staff is more a reflection on thier poor effort to explain the job, hours, pressures and expectations fully to potential recruits. I even remember asking the question when I was up at U599 in training "Is this recruitment for growth or replacement?" Sian seemed hugely defensive and offended when she bit back saying "growth!" Yet once at branch there was no effort made to hide the fact that alot of people had just left.

Please U5HR, explain why you don't explain the job realistically at recruitment? Is it because you would rather have a chump to stay for a month or two rather than be brutally honest and have to interview 30 people to get one willing new employee?

I put my life and soul into Enterprise for a long time. I worked 60 hour weeks regularly and did just about anything to make place a success. Work til midnight, drive out of group to source a car, work every saturday for months. Run the branch when there is no branch manger for weeks at a time (for no additional pay of course). Nothing of this sort was ever mentioned in the slightest at recruitment, yet I promise you my experiences were anything but extraordinary....

Sound familiar anyone??

I think they don't make an effort to explain the real scope of the job because if they did no one would believe them a job could be that shit, and no one would ever take the job.