Opportunities abound - Changing Culture is Better than Before
Terminal Managment (Current Employee) – DFW Airport, TX – November 11, 2016
I love DFW Airport Board's new customer-centered initiatives. They inspire me to continue to build on my skills to the customers' advantage. There are plenty of opportunities to learn and advance, but advancement policies are sometimes placed above logic and internal advancement of well-qualified current employees. I would like to see the leadership team look below at the folks who are helping them reach their departmental and organizational goals and help develop them, especially when considering that a considerable percentage of the current staff is eligible for retirement at any time. Communications of initiatives must be communicated with front-line staff more efficiently. Improvement has been notable as of late. Performance management should be less budget based and more merit-based. I have been in management meetings where staff who qualified for more were adjusted down to meet budgetary needs, instead of encouraging high-level performance. Also, employees are told that in order to reach a far exceeds or exceeds performance rating, they need to save a child from a burning building. I happen to believe that consistently high level work output should be enough to warrant higher ratings; keeping employees motivated to work harder. Otherwise, what you see is a wide variety of work outputs being placed in the "meets expectations" zone, resulting in the exact same "merit" raise. If DFW wants to keep high quality, engaged, dedicated staff, they need to step up the compensation accordingly when employees demonstrate a willingness and commensurate initiative to improve.
Newly Refreshed corporate mission - more customer-centric - job security
Corporate Wellness Program dockes $75 monthly for not getting a physical, New jobs increasingly filled by outside sources instead of current staff first