Treat employees with respect
I would make sure you're supervisor really know the job. Make fair with the other associates, when they are given the senior associate title, and they are not given any special tasks or duties, and they give it to someone else and then turn around they are always giving to the other person. They keep saying there is no favoritism, there really is, they need to be on the floor, more and then they will see. I will not allow temps to stay when they have 6 points, and there is a few that already has 6 points and they are still there. If I was doing the hiring I would not allow them to be there and would not hire them. I would not send any of my associates into another dept when we have a lot of work and not enough workers. It makes it hard on the other associates, and the work is not getting done. And I would make sure so body is always on the floor with new seasonal associates , would leave them in the deep. All by theirselves. If the supervisor or clerks can not be in the dept and you don't have a lead, but there is a senior associate let the senior associate be in charge on the floor. Somebody has to take charge. Some days there is no supervision. Like I said there is at least 6 or 7 at the most that have the title senior. Associate, but we get special duties or respect, some of us do not know what the title is for. We have to keep it hush. That's wrong
Stop the buddy system
I would look at the people hired. Many have extensive backgrounds in management, and would be abetter fit. Some centers in Radial need a management overhaul.
Set standards of behavior by example in leadership. Eliminate favoritism within the work place on the production floor. Use a system of seniority for advancement coupled with matrix evaluations. When an employee is loyal to a company that company should be at least capable of acknowledging that loyalty and reciprocating it at LEAST in some way. There is no loyalty from this company to their employees. Most all advancements are based on favoritism and the "good ole boy system." I watched agents with nearly a year more seniority than agents that were there for only 2 months get special treatment and opportunities all because they knew their supervisors outside of the work place... No fraternizing policies should be implemented and harsh penalties if they are violated.
Make your work place more professional, training your supervisor have details in order on a daily base so that each employee know exactly what they're working on this makes your production go better,maintains hand book folder policy and procedures
Drug test should be required for management and employees. Randomly talk with employees who are always seen but never heard, reverse of "squeaky wheel gets the grease" they can give insight to day to day operations in a particular department. Keep information confidential - supervisors like to share personal employee information with those who do not have a need to know. Train the trainers should know the job first.
Make it to where there is always an option for advancement
Answered - Outbound Associate (Current Employee) - Louisville, KY
Develop a bonafide training system, not just I've been here a long time, do it this way. Train supervisors to be true professionals. Calling black people "boy" is something no professional would do. Screaming at the top of your lungs in a private meeting (whether for entertainment or whether real) is not something a professional would do.
Answered - Picker and Packer (Former Employee) - Martinsville, VA
Answered - Adecco Temp Service (Former Employee) - Louisville, KY