CX Atrocities
 

This was posted a little earlier by one of our other members. I could not have come up with a better description of just how venal this company and it's management is. It needs to be emphasised over and over just how toxic they are. We all know what we have to do.

If "they" (perhaps the massive parent organization?) have got the cash for new 320s, 350s, 777Xs, all of AHK, hiring UPS/DHL/Atlas/etc. to do our flying and take our jobs, giving away more of our flying and cargo to LH/AC/OM/etc. with supposed code-sharing, 14 zillion division and subdivision in a web of international intrigue each loaded with countless managers/deputy managers/assistant managers/lawyers, all while giving away perfectly fine wide-body jets to Air China/KA/AHK or just scrapping (how many?) 747s and A340s, paying who-knows-what rate to Swire-owned HAECO/HAS/CPCS/Savills/etc. sucking bazillions in cash out of CX, PT'ing pilots in Y class at twice the price of J/F class just for spite and no matter the lost rest/lost work days/increased credit/decreased productivity, repetitive + massive price-fixing fines, new hotels and submarines and ships and cold storage and stuff built wherever, countless lawyers to fight their own employees in courts all over the world, buy the half of the CMP that suits only them, 10% the US and China territory for Coke, management bonuses, zero-hour cadet programs, new logos, new slogans, new propaganda magazines, new routes, and much more to quintuple this list if I would go on (I tried not to include the new submarine this time).....well, if they have the cash for all of that, a tiny little budget reshuffle can satisfactorily fix 99% of the cuts, erosion and other degradation over the last 25 years in less than an hour.

Mate you really do need to get a life ??

xpndr777. Six posts in total I see : management troll. Ignore.

If you think that's normal behaviour then you're as bad as he is!!

Add something substantial xpdr777, low effort post.
Travalgar is expressing what most of us feel...

Traf is on the money.

Remember. If you don't take action, you will be directly responsible for allowing them to take money from your own childrens future, your retirement, your self worth. And even better, that money will go directly into Anna's pocket. Helping her pay for her villa in Italy, nice jewelry, maybe some plastic surgery. No action from any of you will result in her being enriched, and you being impoverished. Everyone has to decide if they want to see that outcome. I know what I am doing. You?

Each day you go to work, you ensure that your entire career is becoming valueless. You are ensuring that you enrich managers like AT, at the expense of yourselves, and your own families. Between now and the beginning of the year, we must ALL cause this airline maximum pain.

Monday 30th October

ATY - shouldn't you change your name to Hammersmith...?

Again, I get the point, just somewhat bemused that now it the 'long sleeves' turn to be shafted by Cathay, talk of 'spikey hair brigade' has dropped. Sure, it was their choice to join CX on much lower T&C than was the norm, but there wasn't much talk of all inflicting maximum pain.

Date. Noted.

Stop talking about it and move on Traf. You are venom in the vains of reasonable pilots who are well aware of the faults and problems and want sensible and available solutions. They want stability.

"Reasonable pilots".... I see. The same 'reasonable pilots' who have been abused and taken advantage of for the past 23 years. Those 'reasonable pilots'? The management would love for you to keep posting in the manner that you just have. And btw, what would you call 'sensible and available solutions'...? There is only one 'N' in naive.

MSS was aimed at a solution that was not achievable and that caused the 49ers to be fired. Your advice will lead to something similar and you will quietly retire with your millions, having been abused so badly by the company for 20+ years. And what about those you leave behind? Abandon?

You seem to ignore the consequences brought to the company as a result of their actions. They're still paying for it.

True, back in the day there was certainly a lot of laxness by all concerned on basing, especially as it applies to residency & taxes to be paid by both the company and the individual. Hard to say though that they are paying for it, because they were costs/ consequences that should have been factored in all along. With the increased focus of inland revenue departments worldwide, and clamping down on offshore accounts, unclear that they wouldn't have been found out in the end anyway... but the process was certainly accelerated.

If a pilot is unfit, due illness or stress, then they have a legal obligation to not be at work. The company can't fire you for that. They will not try the 49er thing again, as it caused them far too much unintended consequence. At the moment, CX is panicking as the ever increasing resignation rate, and a real worry that the supply of suitable pilots is being rapidly closed off to them. I would not want to be a passenger booking on CX over the next 90 days.

Monday's are always bad....

Tell me why, you don't like Monday's ?

Loyal employees tell you what you need to hear, not necessarily what you want to hear.


Jack got fired because he kept telling his boss what his boss did not want to hear - the truth.

The last straw was when one of Jack's co-workers made a costly mistake, and Jack suggested to change the process to make such mistakes less likely. That process was set up by the boss, and the boss did not want to take any responsibility.

Jack was a typical loyal employee:

1) He cared about success - of the team, of the boss, and his own

2) He told the boss what the boss needed to hear

3) He never disagreed with his boss in public, and supported his boss decisions publicly

4) He worked hard and was dependable

In New York where this all took place, employment is "at will".

Thus, firing Jack was easy.

Dealing with the consequences would be hard even for a strong leader.

For a weak one, his boss, it was impossible. Other loyal employees were dismayed at this firing and quit within a few months. Critical knowledge of systems and processes was not replaceable.

The boss had to leave within a year.

---

To be leaders, we have to understand that

1) loyal criticism is a true blessing

2) loyalty is built on honesty and trust

3) loyal employees are precious gems, not stepping stones

"Never push loyal people to the point where they do not give a damn !"

If we are not ready to be loyal to our loyal employees, we are not ready to lead them.

Do you agree ?