EK Company Survey
Join Date: Jan 2014
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I would encourage everyone to take the 3 minutes to complete it too.
Just did, and trying to be totally neutral and fair, I would say 95% of my answers were on the 2 options far to the right.
Seems like they were spot on with the questions, personally I think there's someone very high up there concerned about it. And is not only us, ground staff won't have pretty answers for them either.
Just did, and trying to be totally neutral and fair, I would say 95% of my answers were on the 2 options far to the right.
Seems like they were spot on with the questions, personally I think there's someone very high up there concerned about it. And is not only us, ground staff won't have pretty answers for them either.
Join Date: Jan 2002
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Wow! Didn't think I was so negative with my experience in the company.
Think everyone should fill this in. Better than being on here sausage shaking about what's better, Boeing or Airbus.
Think everyone should fill this in. Better than being on here sausage shaking about what's better, Boeing or Airbus.
Join Date: Apr 2003
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We naturally focus on our own little world but I think it highly unlikely other departments in the company are treating their staff any better. The whole management culture needs to change. Question is, will the results be filtered by our thick (in every sense) layer of middle management before it gets to anybody who can make a difference?
Join Date: Aug 2007
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No harm in filling it in, but how do you think this will play out? Assume a great percentage of negative responses from the employees. Assume this is shared with the relevant departments by the HR minions running the thing. What is the expected response?
They only know one management style, so the head of said department might be told "your troops are unhappy and are ready to revolt". Do we now expect them to be soft and cuddly and offer us a group hug? Unfortunately, once management starts to use the big stick, and rule with fear and intimidation it's very hard to go back.
Perhaps if enough people name and shame, there will be a management reshuffle. Some of the untouchables might even get a promotion for causing such widespread contempt within their department
.
They only know one management style, so the head of said department might be told "your troops are unhappy and are ready to revolt". Do we now expect them to be soft and cuddly and offer us a group hug? Unfortunately, once management starts to use the big stick, and rule with fear and intimidation it's very hard to go back.
Perhaps if enough people name and shame, there will be a management reshuffle. Some of the untouchables might even get a promotion for causing such widespread contempt within their department
.
Join Date: May 2006
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Sorry, but I have to say I find some of the comments here quite pathetic!
When they actually do, what a great number of us have been hoping for, THAT is wrong also?
Really people?
BOF
When they actually do, what a great number of us have been hoping for, THAT is wrong also?
Really people?
BOF
Join Date: Jun 2006
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Figured there had been a particularly strong dose of coolaid floating around with all the 'fill out the survey - its worth the 3 minutes!' comments going on.
So out of curiosity opened up the deleted items and typed in 'survey' into the search box.
The survey did only take 3 minutes. Is definitely not aimed at our group but am really looking forward to how they'll spin the statistics on the 'flight deck crew' responses.
I also have never disagreed or strongly disagreed with so many statements.
The coolaid was nice. I suggest you check out the survey
So out of curiosity opened up the deleted items and typed in 'survey' into the search box.
The survey did only take 3 minutes. Is definitely not aimed at our group but am really looking forward to how they'll spin the statistics on the 'flight deck crew' responses.
I also have never disagreed or strongly disagreed with so many statements.
The coolaid was nice. I suggest you check out the survey
Join Date: Aug 2003
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From Wikipedia:
"Drinking the Kool-Aid" is a figure of speech commonly used in the United States that refers to a person or group holding an unquestioned belief, argument, or philosophy without critical examination. It could also refer to knowingly going along with a doomed or dangerous idea because of peer pressure. The phrase typically carries a negative connotation when applied to an individual or group. The phrase derives from the November 1978 Jonestown deaths,[1][2][3] where members of the Peoples Temple, who were followers of the Reverend Jim Jones committed suicide by drinking a mixture of a powdered soft drink flavoring agent laced with cyanide.[4][5] Although the powder used in the incident included Flavor Aid, it was commonly referred to as Kool-Aid due to its status as a genericized trademark.
Found the questionnaire in the trash bin - done!
"Drinking the Kool-Aid" is a figure of speech commonly used in the United States that refers to a person or group holding an unquestioned belief, argument, or philosophy without critical examination. It could also refer to knowingly going along with a doomed or dangerous idea because of peer pressure. The phrase typically carries a negative connotation when applied to an individual or group. The phrase derives from the November 1978 Jonestown deaths,[1][2][3] where members of the Peoples Temple, who were followers of the Reverend Jim Jones committed suicide by drinking a mixture of a powdered soft drink flavoring agent laced with cyanide.[4][5] Although the powder used in the incident included Flavor Aid, it was commonly referred to as Kool-Aid due to its status as a genericized trademark.
Found the questionnaire in the trash bin - done!
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The managers I worked with in EK fell into three categories. Some were totally incompetent and part of the “How high should I jump, Sir?” brigade, but these were in the minority. The rest were decent and honest people who really wanted to do things properly. But these fell into two groups. The biggest, for a variety of reasons, felt so tied to EK and/or Dubai that they just kept quiet with their heads down. The second group spoke up and tried to change things. Nobody from this second group is now employed by the company.
Those at the top in the EK Group have got their approach to people totally wrong. They delude themselves that good financial results are an endorsement of everything they do. For example, the efficiencies lost as a direct result of the bureaucracy and fear culture is significant. I estimate that manpower levels in many support areas could be reduced by at least a third with a change of management style. On top of this you have the enormous cost of staff turnover. The concept of ‘there are plenty more of them out there’ may make some commercial (though not moral) sense on a building site, but to apply it to professionals is bizarre.
As for the survey, the consensus in the posts here seems to be that it will probably be a waste of time but that it should be completed. I would agree with that. If you ignore the company’s request for your views you are effectively endorsing their current approach. I believe surveys such as this (in any company) are generally initiated from the top with admirable intentions. But in EK there are far less constructive forces at work a rung or two down and these will undermine the whole process, interpreting the answers to further their own agenda.
The responsibility for the survey will probably be delegated to people who believe in doing things properly, but once the results are collated they will lose any real control over the process. In my experience, there were managers, both inside and outside HR, who had strong principles (regarding things like anonymity) and did their best to maintain them. Equally, there were some who didn’t.
In my department we commissioned an anonymous survey of our senior managers and asked them what they thought of us, the executive team. The result was interesting, they were not impressed! Some of the free format comments were brutal. Our HR Manager (HRM) had done a great job in persuading everyone to be open and honest and also steadfastly held off attempts to link comments to individuals. The managers had taken the trouble to complete the survey with admirable honesty and what did we do with it? Nothing. My proposal was simple, we should sit down as a team to discuss, and most importantly, repair our obvious differences. But our boss had the last words on the subject - "I don’t need to justify myself to these people". The survey was never mentioned again. I know our HRM would have never breached confidentiality, but of course other avenues may have been taken. Whilst in EK, I worked with three HRM’s. The first two displayed high levels of integrity and professionalism, but the third one was part of the ‘jump’ brigade. The first two left the company.
Those at the top in the EK Group have got their approach to people totally wrong. They delude themselves that good financial results are an endorsement of everything they do. For example, the efficiencies lost as a direct result of the bureaucracy and fear culture is significant. I estimate that manpower levels in many support areas could be reduced by at least a third with a change of management style. On top of this you have the enormous cost of staff turnover. The concept of ‘there are plenty more of them out there’ may make some commercial (though not moral) sense on a building site, but to apply it to professionals is bizarre.
As for the survey, the consensus in the posts here seems to be that it will probably be a waste of time but that it should be completed. I would agree with that. If you ignore the company’s request for your views you are effectively endorsing their current approach. I believe surveys such as this (in any company) are generally initiated from the top with admirable intentions. But in EK there are far less constructive forces at work a rung or two down and these will undermine the whole process, interpreting the answers to further their own agenda.
The responsibility for the survey will probably be delegated to people who believe in doing things properly, but once the results are collated they will lose any real control over the process. In my experience, there were managers, both inside and outside HR, who had strong principles (regarding things like anonymity) and did their best to maintain them. Equally, there were some who didn’t.
In my department we commissioned an anonymous survey of our senior managers and asked them what they thought of us, the executive team. The result was interesting, they were not impressed! Some of the free format comments were brutal. Our HR Manager (HRM) had done a great job in persuading everyone to be open and honest and also steadfastly held off attempts to link comments to individuals. The managers had taken the trouble to complete the survey with admirable honesty and what did we do with it? Nothing. My proposal was simple, we should sit down as a team to discuss, and most importantly, repair our obvious differences. But our boss had the last words on the subject - "I don’t need to justify myself to these people". The survey was never mentioned again. I know our HRM would have never breached confidentiality, but of course other avenues may have been taken. Whilst in EK, I worked with three HRM’s. The first two displayed high levels of integrity and professionalism, but the third one was part of the ‘jump’ brigade. The first two left the company.
Join Date: Jun 2005
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Lockedout
Thank you for offering an insightful view from a different department within EK. Different department but similar issues to our own Flight Operations and Service Delivery I'd imagine. We are about to lose a FDM shortly. Her reasons for leaving, unfortunately, are not based entirely on furthering her own flying career.
Your factual and mature post should be a lesson to some of our regular emotive posters on these ME threads.
Harry
Thank you for offering an insightful view from a different department within EK. Different department but similar issues to our own Flight Operations and Service Delivery I'd imagine. We are about to lose a FDM shortly. Her reasons for leaving, unfortunately, are not based entirely on furthering her own flying career.
Your factual and mature post should be a lesson to some of our regular emotive posters on these ME threads.
Harry
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Lockedout
I wish PPRUNE would offer prizes for the best posts of the year.
You are certainly a top contender.
Thank you for sharing such an accurate and well written post.
Best wishes for your future.
I wish PPRUNE would offer prizes for the best posts of the year.
You are certainly a top contender.
Thank you for sharing such an accurate and well written post.
Best wishes for your future.
Join Date: Aug 2003
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Filled it out once, admittedly not very detailed and totally honest. Tried it again, bingo. Second time around, much more candid. Words and phrases like "fear culture" and "lack of positive feedback" etc. Much like what Lockedout mentioned. Systemic throughout EK. I think everyone should fill it out. I felt better....