Symptomatic of the industry wide culture of treating staff like easily replaceable consumables and of management who, despite knowing exactly what immense value their staff bring to the organization, fail to acknowledge it. A culture driven by fear and the illusion of good, healthy HR practices
Exactly, certified, ratified agreements with fair recompense for the contribution pilots and other 'operational' sacrifices professionals make, have been undermined as HR/IR assumed never ending supply.
With enough signals out there rational participants sought a restoration of balance and Low Fare Airlines are not balanced; the deck is stacked with draconian 'productivity enhancing' practices that never affect their weekends off, but they affect yours!
It never was about remuneration, it is always about respect, the contempt management shows for operational staff has accelerated a reduction in supply that demographics will drive for the next decade...
Imagine the architect of an adversarial IR structure saying what Michael O'Leary said. For those who do not know Ryanair is extremely adversarial, and was the pretext for the creation of JQ
, where staff will be worked very hard for five to seven years and then discarded for new ones....
Ryanair's problems are not cyclical, they are structural and their whole model of employee relations has numbered days..
“One of the issues that I think we have to address is that maybe we have got the pilot pay a bit on the low side,” O’Leary said. “Maybe we have pushed it a little bit far in terms of pilot pay and pilot productivity.”