Engagement Survey
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Engagement Survey
So all things OK.
The office staff (all levels) should be subjected to AOD testing. Let's be honest they are able to enjoy drugs that the pilots have been told not to take, it's totally unfair to be working in a toxic environment without drugs.
The office staff (all levels) should be subjected to AOD testing. Let's be honest they are able to enjoy drugs that the pilots have been told not to take, it's totally unfair to be working in a toxic environment without drugs.
Last edited by Yamma; 8th Feb 2023 at 11:53. Reason: spelling
eNPS explained.
Employees are then asked to respond on a scale of one to 10, and overall answers are divided into three different categories: nine to 10 for “ambassadors” or “promoters”; seven to eight for “passives”; and six and below for “critics” or “detractors.”
Detractors are employees that are unlikely to recommend your firm to a friend or colleague. The assumption is that these individuals are unhappy or disengaged with their work. The goal for any organization is to have as few of these as possible. Passives are employees who give a neutral or middle response, and they are considered just that “neutral.” They neither actively support their employer, but they are probably not saying anything negative about it either. The assumption is that they are satisfied with their job, but not excited enough to be advocates.Ambassadors or promoters are employees that are your firm’s biggest supporters. They are willing to hit the pavement and vouch for the company. These individuals are your most loyal people.
Once you have all the scores, the eNPS is calculated as follows: Subtract the percentage of detractors from the percentage of promoters. (The passives do not count in the scoring.) A final eNPS score can vary from -100 to 100.
Bag of chocolate frogs and a A320 endorsement for anyone who can guess it.
Employees are then asked to respond on a scale of one to 10, and overall answers are divided into three different categories: nine to 10 for “ambassadors” or “promoters”; seven to eight for “passives”; and six and below for “critics” or “detractors.”
Detractors are employees that are unlikely to recommend your firm to a friend or colleague. The assumption is that these individuals are unhappy or disengaged with their work. The goal for any organization is to have as few of these as possible. Passives are employees who give a neutral or middle response, and they are considered just that “neutral.” They neither actively support their employer, but they are probably not saying anything negative about it either. The assumption is that they are satisfied with their job, but not excited enough to be advocates.Ambassadors or promoters are employees that are your firm’s biggest supporters. They are willing to hit the pavement and vouch for the company. These individuals are your most loyal people.
Once you have all the scores, the eNPS is calculated as follows: Subtract the percentage of detractors from the percentage of promoters. (The passives do not count in the scoring.) A final eNPS score can vary from -100 to 100.
Bag of chocolate frogs and a A320 endorsement for anyone who can guess it.
Last edited by pill; 9th Feb 2023 at 10:00.
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eNPS explained.
Employees are then asked to respond on a scale of one to 10, and overall answers are divided into three different categories: nine to 10 for “ambassadors” or “promoters”; seven to eight for “passives”; and six and below for “critics” or “detractors.”
Detractors are employees that are unlikely to recommend your firm to a friend or colleague. The assumption is that these individuals are unhappy or disengaged with their work. The goal for any organization is to have as few of these as possible. Passives are employees who give a neutral or middle response, and they are considered just that “neutral.” They neither actively support their employer, but they are probably not saying anything negative about it either. The assumption is that they are satisfied with their job, but not excited enough to be advocates.Ambassadors or promoters are employees that are your firm’s biggest supporters. They are willing to hit the pavement and vouch for the company. These individuals are your most loyal people.
Once you have all the scores, the eNPS is calculated as follows: Subtract the percentage of detractors from the percentage of promoters. (The passives do not count in the scoring.) A final eNPS score can vary from -100 to 100.
Bag of chocolate frogs and a A320 endorsement for anyone who can guess it.
Employees are then asked to respond on a scale of one to 10, and overall answers are divided into three different categories: nine to 10 for “ambassadors” or “promoters”; seven to eight for “passives”; and six and below for “critics” or “detractors.”
Detractors are employees that are unlikely to recommend your firm to a friend or colleague. The assumption is that these individuals are unhappy or disengaged with their work. The goal for any organization is to have as few of these as possible. Passives are employees who give a neutral or middle response, and they are considered just that “neutral.” They neither actively support their employer, but they are probably not saying anything negative about it either. The assumption is that they are satisfied with their job, but not excited enough to be advocates.Ambassadors or promoters are employees that are your firm’s biggest supporters. They are willing to hit the pavement and vouch for the company. These individuals are your most loyal people.
Once you have all the scores, the eNPS is calculated as follows: Subtract the percentage of detractors from the percentage of promoters. (The passives do not count in the scoring.) A final eNPS score can vary from -100 to 100.
Bag of chocolate frogs and a A320 endorsement for anyone who can guess it.
ONLY THE WEAK!!!
Papa, I reported the Engagement Survey as junk. I suspect by opening it, the company marks it down as a win. I was curious as to the significance of FOP's score, and sure enough, it would indicates an extremely toxic work environment. in fact, I suspect it's a record. Perhaps ISD would beat us, 200 cabin crew resigning a week is the number doing the rounds.
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DFO tells us: ‘....we announced increases to Basic Monthly Salary and productivity pay for 2023….'.
He failed to mention that the increase in thresholds and the underlying inflation mean we have had a real world pay cut of 5 - 10%! Chris, we aren't idiots. From new SO to BTC everyone is working on taking whatever they can and making exit plans.
He failed to mention that the increase in thresholds and the underlying inflation mean we have had a real world pay cut of 5 - 10%! Chris, we aren't idiots. From new SO to BTC everyone is working on taking whatever they can and making exit plans.
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DFO tells us: ‘....we announced increases to Basic Monthly Salary and productivity pay for 2023….'.
He failed to mention that the increase in thresholds and the underlying inflation mean we have had a real world pay cut of 5 - 10%! Chris, we aren't idiots. From new SO to BTC everyone is working on taking whatever they can and making exit plans.
He failed to mention that the increase in thresholds and the underlying inflation mean we have had a real world pay cut of 5 - 10%! Chris, we aren't idiots. From new SO to BTC everyone is working on taking whatever they can and making exit plans.
They will either have to turn into a revolving-door airline like EK, or wake up from their fantasy that the current collection of policies that forms our “contract” is worth staying any length of time for.
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After three decades of chopping pay and benefits; treating their employees with evil contempt such as firing 49 pilots en masse and multiple “sign or be fired” confrontations, it’s clear that they have travelled so far down the wrong path they are simply incapable of returning to square one and charting a different course. The people in leadership who hitched their wagon to this toxicity should hang their heads in shame. But they won’t…..
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Personally I hold no such hope, RAT. My own prediction is that they will simply become a revolving-door airline. Most modern corporations have nothing to gain and a lot to lose from holding on to employees for any length of time.
Aviation used to target and reward experience and longevity, especially on the flight deck. Nowadays, largely helped by increasingly automated -read easier to fly- airplanes, they are finding it more economical to continuously train replacements (where “train’ means the cheapest and briefest box-ticking exercise that your regulator will allow).
Aviation used to target and reward experience and longevity, especially on the flight deck. Nowadays, largely helped by increasingly automated -read easier to fly- airplanes, they are finding it more economical to continuously train replacements (where “train’ means the cheapest and briefest box-ticking exercise that your regulator will allow).
