• Project Title:
  • Assessing Postal Service Employee Morale
  • Start Date:
  • Wednesday, August 17, 2016
  • Estimated Report Release Date:
  • April 2017

The Postmaster General and the chief human resource officer have indicated that improving employee engagement is one of their top priorities. Morale is the collective drive of employees to help the organization meet its goals. Studies have shown when employees feel engaged there is a direct impact to morale. The FY 2015 Postal Pulse survey indicated that a majority of Postal Service managers felt disengaged.

In an effort to improve employee engagement, the Postal Service formed an engagement team, which implemented several initiatives over the past year. A primary initiative is the Employee Engagement Ambassador Program, which began in April 2016 and focuses on the 12 elements of engagement developed by Gallup. The Postal Service plans to provide the training to all managers and supervisors nationwide. The managers and supervisors will then be responsible for implementing the principles in the workplace.

We plan to assess the state of Postal Service employee morale and initiatives used to enhance employee engagement.

Please use the comment box below to answer our questions or provide input.

  • What are the main contributing factors to low morale at the Postal Service (overall or unit specific) and how can they be resolved?
  • Are you aware of current initiatives for improving employee engagement? If so, what is your opinion of the initiatives?
  • What is one additional engagement initiative that you believe would help improve morale?

 

Comments (80)

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  • anon

    Im victim of identity theft fraud due to inside help from employee fraudulent activity I had saving bond in bank they send it to Treasury Hunt due to fraud and friendships they have stolen more than $40 ,0000 from me I send out letter to consumer and more and someone help with and Taberen with mail did put my mail in my box that theft and fraud im turn it in .

    Jan 19, 2017
  • anon

    Want to improve local management.employee relations? Bring back QWL/EI --- that was very successful in our office when I was on this team since it was implemented. Management was required to work WITH the rural carriers to make their office a better working environment. We created and improved many things in our office and even in the community. Management actually was required to listen to our concerns and do something about them. Since this QLW process was discontinued -- there has been a major disconnect with local management and the crafts - as mgmt now must heed all that "district" dictates to them, not necessarily what is best for their local office. I'm a rural carrier of 33 years and have seen it all. Very sad to know that while automation has improved much of the PO, there is so much dissatisfaction among the ranks of employees. Need to start teaching mgmt to be leaders and not bosses.

    Jan 17, 2017
  • anon

    The bottom line is, management need to be trained on how to treat employees respectfully and as they want to be treated. Management come through the doors of Merrifield VA P&DC everyday just to harass and make everyone's day at work harder, it's like their whole purpose is to make you miserable at work. Management is not aware of the fact that when people feel good at work they are more productive. The only thing that want you engaged in is that mail they couldn't care less about how the people working the mail feel. No one cares that the place is nasty dirty, nothing is ever cleaned ( bathrooms, break rooms, etc.)

    Jan 16, 2017
  • anon

    Thank you for your feedback! As a part of this project, we are currently evaluating a new training program (Creating Employee Engagement at USPS) for managers/supervisors which aims to provide them with tools and insights to create an engaging workplace.

    Jan 18, 2017
  • anon

    How Can the Postal Service Improve Employee Engagement and Morale? I gave up! It will never change, because to do so...they (middle management) will all need to resign. In good faith, if they really want to improve, they can start by STOP stealing my pay. The guy or the gal you slept with, your sister's boyfriend's brother's mother in-law is not qualify to be a supervisor.

    Jan 12, 2017
  • anon

    Require clean facilities and stop using pdcs and gmfs as mte storage centers! So many gpcs are a fire hazard and I pray nothing happens, it also delays Mail due to mixed empty and partially used equipment, ... All the cameras and no one's watching how horrible the equipment hoarding has become!

    Jan 06, 2017
  • anon

    Require all 204b to be career employees, and stop placed temp in horrible positions, harassed by postmaster and plant mangaers, and disrespected by regulars. Also definitely don't let them do other temp employee evaluations!

    Jan 06, 2017
  • anon

    Ensure new pses, ccas, mhas aren't srxually harassed from day one. Create a online complaint system specifically for payment Corrections and wage theft. Every new hire should have a time card to swipe when hired on day 1 of orientation (Never has happened in Lafayette, LA) and 1260s should be removed from use and transitioned to a computerized system for employee submission with email confirmation of supervisor reciept and another verifying input. All employees should be able to see their own clock ring data using lite blue updated every Saturday to address concerns early. Fine supervisors for repeated violations of the contract, and outsource USPS eeo processing to another federal agency not based at the same address, like the DOJ for example. Create District and area level threat assessment teams, and District and Area level Mediation teams with an online submission and email confirmation system and biweekly time limit to meet and address the employees issues. If you want engagement, ACTUALLY ENGAGE EMPLOYEES! Have area and regional unions reps hold quarterly meetings discussing issues with ALL employees and supervisors present, air out problems then RESOLVE them don't let them fester. Of course, email confirmation of a any problems submitted to either sides reps.

    Jan 06, 2017
  • anon

    Look like, we are experiencing some of the same issues here in Fredericksburg VA. The word wage theft peaked my curiosity. How did your office fixed or not this problem. we already went the Union way and it is a brick wall.

    Jan 12, 2017
  • anon

    1. One problem that I believe promotes low employee morale is the violation of equal employment. Supervisors and managers violate certain contractual agreements and therefore do things such as show favoritism and treat employees unequally. Supervisors and managers are not making employees aware of any employee engagement morale initiatives. One initiative that I believe would benefit employees at my work location is personal engagement with management. Meaning members of management show compassion to employees as being humans and not robots and be more receptive to employees that come to work on time and complete work assignments accordingly daily. Disrespect to all employees because of the mishaps of one employee is unacceptable and causes the reaction of some employees to not want to perform to their best ability. Which in return results in low employee morale.

    Jan 05, 2017
  • anon

    Consistent mandatory unpaid training about acceptable customer service for stations with high complaint volume. An unannounced visit from regional inspectors quarterly minimum at least. Consistency in good service. Close observation of mail carriers. Better system to deliver mail on time, and damage free.

    Jan 04, 2017
  • anon

    What is THE contributing factor for low morale in post offices across America? Abusive postmasters and their supervisors. Keep letting them come back to work after abusing an employee, that will certainly raise morale

    Jan 01, 2017
  • anon

    There are abusive employees as well. Morale at our site would increase if USPS management would stop allowing problem employees to run the unit. All Employees should be given the task of rating their supervisors proficiency on a monthly basis. Supervisors that receive low markings should be sent for labor classes to learn how to handle these types of employees or be transferred to a different site. Abusive employees should be moved to a "Special Needs" area where they cannot annoy those of us who are more than willing and ready to work!

    Jan 06, 2017
  • anon

    When I first started as a CCA I'd have been more open to the engaging process or whatever you're talking about. I might even have tried to make the PO a buck. But after converting to regular I know better. I went from working like a dog but taking home around $1500 bi-weekly as a CCA. To being limited to 40hrs a week after converting to regular. So then I was only taking home $900 bi-weekly. I quickly realized that I would have to find another job. It worked for me as I would call in every other week and pick up a cash job. I would get paid for my day off at the PO and doing construction. I still do that today. I will call in sick twice a month to work another job. I had a 204b tell me I shouldn't work a second job and I should just sell marijuana. God how I wish I could've recorded that. Knowing what I know now and how incredibly stupid upper managment at the PO is I can never engage in anyway. I'm actually trying to work against any of this grade school engaging nonsense. If the PO wants employees engaged they should pay them more money. Also it really dosent help that not a single supervisor or manager I've meet could deliver the mail in a timely manner. There should honestly be a weight requirement to be at the desk. I'd say anything over 250lbs should be let go. If they don't have enough self respect for themselves they shouldn't be in charge of other people. That would help the engagement process.

    Dec 29, 2016
  • anon

    Don't ignore request for missing pay.

    Dec 28, 2016
  • anon

    I have been on both sides of the coin, and I stepped down due to ineffective station managers, supervisors, MCSO's and post masters. I have noticed that every time you get a supervisor that actually cares for their employees then you move them somewhere else, but the supervisors that actually physically and verbally abuse the employees get promoted. The supervisor/station manager gets promoted when they verbally abuse or threaten the employee, and when the employee reports it then nothing happens.

    Dec 27, 2016
  • anon

    If the USPS supervisors and post masters cared more about their employees instead of themselves and their own bonuses everything would be better. When your forced to skip lunches and get hollered at when your not "fast enough" of course you don't have time to worry about customers. When a CCA doesn't see any full time options for 4-8 years how can you expect smart people to stick around. When your postmaster can't advise you of schedule changes that gets old as most people don't have time to guess when they should work. When CCAs get shuffled around to offices and thrown on new routes it gets frustrating quickly. When you're not reimbursed for mileage in an efficient manner you can't expect employees to be happy. The USPS has a long way to go. Plenty of managers/pm and veteran craft employees that shouldn't be working there. Too many good prospects that would be the future of the USPS leave. I've worked for a few Government agencies and USPS is by far the most dysfunctional. Managers/pm love to point out the negative, but very very rarely point out the positive.

    Dec 26, 2016
  • anon

    I would suggest employee customer service training. I worked for the federal government for 34 years from first line contact with the public, supervisor, training for fire courses and customer support for the United States and Puerto Rico. I was always trained to be courteous and to make my customer feel like the most important person when talking to them. Most of our Postal Employees in our town treat the customers with respect. I cannot say that about a woman in the Missoula Post Office who was very rude to me. Yes, I know it is the 23rd of December but that does not mean we forget our manners. This lady hung up on me which was very uncalled for. Did I call back, no. Would not have made any difference to that lady, no. If I had treated someone like that I would have been marked down in my performance appraisal. Also, not sure how much training individuals receive about putting mail in boxes as I have received MORE than my share of others mail and they have gotten mine. A few second check to make sure the mail is in the correct slot would be greatly appreciated by everyone. Thank you for listening and Merry Christmas.

    Dec 23, 2016
  • anon

    Working for the "federal government" doesn't mean that you know the inner workings of the USPS. You obviously wanted to complain because you decided to take the womans time up (at the busiest time of year), at the Missoula Post Office when she didn't have time to give and I bet you were holding the line up over something you could have or should have done/known for yourself. Let me guess, you needed a box wrapped. You said it was a phone call-we don't have anyone to answer the phones anymore. We were downsized and the public let it happen-so the public can deal with it. Only the public can get the delivery issues and missent mail misdelivered mail restored. We don't have performance appraisals. we are judge by how long the line is. No lunch and no breaks are common during the holiday season. I haven't had one in three weeks. and that's only working 10 hours a day. Carriers don't have a few seconds to check mail, because they are carrying a route plus another route. Where were you when they were downsizing us? Did you go to the meeting-or were you playing fireman in Puerto rico on the governments dime. Glad you had a sweet ride, cause lady we don't.

    Dec 30, 2016
  • anon

    when the USPS has an employee deliver my mail worth $500, which is sent by a 3rd party entity and not requiring a signature and the said item is delivered to the incorrect gps coordinates by the postal employee the employee should be held responsible for said lost item, since the USPS doesn't take responsibility by hiding behind the were not responsible skirt, it says right here in black and white.

    Dec 23, 2016
  • anon

    If a package is not deliverable then the post office needs to contact either the sender or receiver of the package

    Dec 22, 2016
  • anon

    Provide customer service training and the better the service, the more customers and greater job security.

    Dec 20, 2016
  • anon

    You shoudlnt be worried about the workers because they barely work 3 hours a day how about quality service for the customers. I have been trying for days trying to fix major screw ups. You assholkes cant even put the tracking numbers down. I say send it back but we know that will only make it in the carriers pocket. Hell i have a letter that arrived from florida with the destination to maine. So why did i get it in Pennsylvania. I refuse to take an hour off work to help the post office because you refuse to deliver to my house or within a quarter mile. I have a 3849 which has a fake tracking number so its no good either Another item that will be stolen because that the philosophy. Its easier to steal than to deliver and why do a good job when you will get a raise no matter what. I have filed complaint with this joke of an IG . You never ever responded. I think the PO needs to be privatized and first class mail taken away since you cant seem to give a damn

    Dec 20, 2016
  • anon

    Our unit used to be productive until our management team was changed. Our morale was high until that change. With that change came a disregard of company policy and an influx of people who became aware of the new lax work environment where they can "take it easy". The people who were once the best of workers now question why they should bother to try and be productive when others refuse to do the same. The people who slack are now friends of management. Production has been low for 9 years and you're just asking this question?? My only response can be to fire management. But, that won't happen. No known initiatives. Clubs, committees, awards and the like will all go to friends. The same people always praised and get to do things like this.

    Dec 20, 2016
  • anon

    Maybe I missed it but this website seems to be a way for you to brag about what you're doing but no place for a customer to express frustration with local post office. I've been doing business at the Westland Michigan post office for 15 years and in all that time, with repeated visits weekly, I've only had one clerk who bothered to smile or acknowledge me in any way. Her name was Judy and I was so sorry to see her retire. Also mail deliver was Pam - wonderful caring person who was moved to another route. :-( You have questions about how to improve employee morale. If they'd just smile or be friendly, they'd get some warmth back and that alone could improve morale! It's like pulling teeth to even get looked at let alone get a smile. Who is the supervisor there? Needs to be replaced with such poor customer service for 15 years! They just don't seem to care. Filed a temporary change of address form online 12/5 to begin 12/27. Immediately stopped receiving mail. Can't trace online because conf. number was sent to new address. Spent one hour at my post office trying to find out why no mail. Lackadaisical attitude like it didn't matter that my mail being forwarded when I'm not there. Three days later mail delivered to current home with note "change of address not effective." No way to track, no help from post office. Nobody knows whether mail will be forwarded effective 12/27. With tax forms about to be mailed, I must have access to my mail while away! If there was another way to handle my mail, I would change in a minute!

    Dec 19, 2016
  • anon

    Hi Nancy - We appreciate you taking the time to comment. However, this issue does not directly relate to our audit project. The Postal Service Consumer Affairs Office (www.usps.com/help/welcome.htm or 1.800.222.1811) will be able to further assist you with your issue.

    Jan 18, 2017
  • anon

    I think the post office has alot work too do hiri.g people that are not rude.

    Dec 19, 2016
  • anon

    Good morale can only exist by educating both craft and management on key factors of the contract that can create hostile environment situations and both complying with the contract. Craft may think they are not doing something wrong at times as well as management and both might be wrong or wright but being on either side of the spectrum and not knowing the "rules" (contract) causes tension. Both understanding each other and both knowing the correct way of doing things in general would alleviate a lot of tension. Bottom line is EDUCATION. It's nearing 2017 and we need to catch up with the times, let's get educated and concentrate on working together and being proud to work in a great company that takes pride putting customers first. Let's put SERVICE back in the U.S. Postal Service!

    Dec 18, 2016
  • anon

    I do not know of any incentives in place to improve morale. I have been an employee at the post office for over 23 years. I have never seen worse morale in my post office in all the years I've been there than it is right now. Employees are not treated with respect . Supervisors do not agree with one another. Supervisors believe that their lives are more important than the employees lives. It's now Christmas time partial volume has tripled and we do not have any additional help to compensate for that. The carriers are working six days a week. This is a time you should be spending with your family yet you don't even see your family. It starts at the top start treating people like people

    Dec 18, 2016
  • anon

    I am a hard worker and have almost 22 years in. However, I find it extremely difficult to understand why so many people are unhappy. My question to you is, Is it really that difficult to say good job or well done but mostly THANK YOU. Yes there are many terrible workers in USPS. But, not all of us. That's why moral is the way it is. Management doesn't manage their employees. Use them to excel not fail. Our company fails all around. I would love to come up with a plan to ensure positive attitudes. Unfortunately, we have way to many workers not trained probably and who is the last to see the customers but the carriers. Just plan do the right thing. Customer service is lost and yes we try to be competitive with UPS/Fedex but until we care and train our employees correctly we will continue to get the same results. I have many more ideas but I think your getting the main point. Merry Christmas and Happy New Year. Sincerely Tammy McLaughlin

    Dec 18, 2016
  • anon

    Hi Tammy - Thank you for your feedback. The Employee Engagement team has recently started a new training program for managers and supervisors (Creating Employee Engagement at USPS). As a part of our project, we will be looking at this training to help determine if it is effective. The training aims to provide management with tools and insights to create an engaging workplace. One of the topics in the training is increasing recognition and communication with employees.

    Jan 19, 2017
  • anon

    A vital contributing factor to the low morale among carriers in my area is the lack of an area wage. We work brutal hours just to keep a roof over our heads in this high cost of living area. Most of the longtime carriers in my office still have a second job. Please consider an area wage in the contract negotiations.

    Dec 18, 2016
  • anon

    Management has turned the simple act of putting mail in a mailbox into a HUGE mathematical, skewed data driven, employee harassing mess.

    Dec 18, 2016
  • anon

    I agree. It is unfortunate that carriers do not feel listened to. I understand that we have the survey each year but the questions do not get to the issues that employees are feeling and there is no room for additional comments. Moral could be changed if management, supervisors included, would remember that the DOIS numbers do not tell everything. We are not robots. At my current station, we were told to complete 3996 with "exact" times and that we will have an investigative interview if we were a minute later. Yet 3996s are estimated times, use them as a helpful tool not a precise measurement. Also, remember the growth. Our city has experience so much growth in just the past 3 years yet they refuse to create more routes. Apartment growth is skyrocketing in Charlotte, NC. With those apartments come many people who are not shy about ordering online practically everyday so parcel deliveries is the new mail delivery. Why should routes stay overburden and always need 1.5-3 hours taken off of them when new routes could be created? Creating more routes with LESS street time would equal less overtime, more money for USPS, work/life balance for all parties, less injuries ( 6+ hours/8+ miles day) from walking and HIGHER MORAL. Automation was supposed to help but it made upper management down to the supervisors forget that carriers are human and only see data which can be skewed by management. I know at one point they were doing it at my station so much they told us to no longer use 733 and they supposedly got rid of back ringing. Lastly, find something positive for each carrier. General "good job everyone" or "thanks for coming" is nice but individual praise would be appreciated. A carrier may not have done an superior job but at least praise something positive. If it sarcastic praise then do not give it. People are more likely to accept criticism if it is first given with some acknowledgment of something they did well. It is unfortunate but it really does feel that when there are managers that treat carriers with dignity and respect they get shipped around but the nastier, disrespectful, and rude managers stay in position and get promoted. I've heard my postmaster cursing the supervisor during the telecom meeting. I sure if she is doing it to them that why they try and do it to the carriers. I'd love to see this disrespectful behavior removed from post office cultural. It would give internal (carriers/clerks/custodians) and external guest a better experience when interacting with the post office.

    Dec 30, 2016
  • anon

    Well......You asked the question... You got your answer..... NOW.......What are You going to do with it? If you do not answer the question, here and now, on this site.....You also are part of the problem......So what Are you going to do?

    Dec 18, 2016
  • anon

    I have had outgoing mail on the mailbox for three days not. no one bothers to take it. I called the postmaster and he said well if you don't have any mail going to your mail box they don't have to come up on the porch. Well my mail was clearly visable from the side walk, I have a employee of the post office tell me that they were suppose to look up when walking by to see you one had outgoing mail. I am a 75 year women on disability and rely on the postal carriers to take my mail, as I can't get out when it is cold. and I have no car. To me they get paid good money for their job, they should so their job. When I was working if I ever done my job half assed, I would get fiired but I know the union protects them so they don't have to do what they are suppose too.I wishI when here was another way to get mail other than the post office. these jack rabbits here don't want to do anything but get their check.s it just isn't the good service we used to have years ago, today it is terrible service.

    Dec 17, 2016
  • anon

    Actually Margaret delivery is what the post office does. A carrier is only required to deliver your mail. Picking up out going mail is considered a convenience or privilege if time allows. One way around this is to put in a request online for a pickup. You can set it up as a daily pickup or as frequent as you need. You can even go online and request ot the day prior. Unfortunately management has taken the 'service' out of the Postal Service as they are simply only concerned with time metrics and minimizing the work force.

    Dec 20, 2016
  • anon

    I believe the current PMG wants to do right by the rank-and-file but when she issues orders down the line th make changes, she needs to make them DIRECT orders and make it clear to the area VPs, district managers, POOMs and even local PMs that failure to comply can and will lead to termination of employement. And get rid of those managers who have God complexes

    Dec 16, 2016
  • anon

    I work in zip code 27107. I've tried to further my career but if you aren't one of a managers favorites, you are stuck as a letter carrier- no matter what you have for skills. ex. Knowledge and understanding of TACS, DRT, RIMS, DOIS, COARS, PTS, RWHT etc. As a supervisor I'd bring in positive, constructive criticism- rather than being yelled at constantly and screaming over the intercom. I would ensure my employees felt valued, respected, and trusted. Main contributing factors of low employee morale ; hostile work environment, favoritism, demeaning behavior, no recognition by supervisors, managers, or the postmaster. I haven't seen anything about an initiative to improve employee engagement. I've only seen more aggression. When you work in a city where there are 10 lost arrow keys, with a postmaster trying to cover that up, supervisors lying to their; managers, employees, and the postmaster, and employees on workers compensation that just don't want to work because it's so bad. Where can you really start to begin to have any positive enlightenment and employee morale? Let's get the initiative out and rolling, anything before we lose more employees.

    Dec 16, 2016
  • anon

    Thank you for the opportunity to bring some suggestions for morale and retention. I have been an RCA for 6 years. When an RCA works the day after a holiday or Monday instead of evaluation time use a green card in fairness to the RCA. When an RCA has reached a certain year in good standing with the USPS make them a PTF to show that they are part of the postal service. I find that a custodian or PSE can become a PTF in short period of time and considered career how does that make me feel in the organization? Allow an RCA who would like to remain RCAs to be given PTF. This way a newer RCA knows they have a chance of becoming a regular sooner. I am 61 years old and have no intention of becoming a regular. I like being part time although I work 40 hour weeks quite a bit. Have senior employees whether they are regulars or RCAs be part of the decision making process in the postal service. We need a new evaluation with the new package service we have become or have a regular parcel carrier. Maybe new shorten routes and make new routes. We have too many postmasters , I believe many offices can be run by a person in charge ( ( senior clerk ) and a postmaster overseeing several offices depending on size. The only person that I have seen getting a bonus is the postmaster. We need a recognition program for all employees and some type of reward of it to show that all are appreciated. I would like to see senior RCAs training new RCAs. I believe in smaller offices it would be an advantage to let some employees be an RCA/clerk. For safety rural carriers should have some sort of uniform shirts and jackets to be recognized that they are with the postal service. Because of the new package service those carriers with POVs should be paid to return to the office for more packages with their hourly wage as well as ema. Or everyone should have an LLV. When I started with the postal service I was very excited and excelled quickly. I get called all the time to help out at other offices. But lately I have been rethinking my plans for the future as I intend to work as long as I am physically able. I could work five day a week instead of six and have my Saturday off. I could work for a company that pays me for holidays. I could work for a company that pays me for time off. Even sick time. I believe many are leaving because the opportunity for a full time job is better than not having any benefits. Thank you for allowing me to voice my concerns.

    Dec 16, 2016
  • anon

    My life really began for good when I walked out of the West Palm Beach General Mail Facility in June 1994, and never went back. In early 1986, I transferred from Western Nassau, N.Y., to West Palm Beach because I heard it was a high-growth area and thought there might be a chance for me to get into management. Like the posters here, some of them new hires, I was idealistic and believed all the stuff I was told in orientation. Boy, was I glad that I wasn't totally committed. I realized soon after arriving that the West Palm Beach GMF was a reverse MBA in how not to run a business. Indeed, the Postal Service is like a college of business, but in reverse. Just do the opposite of what the Postal Service does, and you will have a reasonable chance of business success. After the violence began and the publicity got intense, the Postal Service began running surveys and all sorts of things that appeared to be aimed at making things better. But most postal managers dismissed those efforts. There were surveys of the workforce, and some workers even went public with complaints, but the end result always was vague promises that things might improve in the distant future after authorization came down from Elephant Headquarters. (It never did.) When the EXFC started, West Palm began cheating almost immediately. I knew this because you had to be blind or a postal inspector to not see the long tables next to the OCR/BCS machine, where temporary workers were hired every so often to go through every piece of outgoing mail by hand to find the test mail. How did I know this? One of the women was in one of my classes at college. "It's a mail test," she said. I left before the U.S.P.S. OIG started up, but let me assure you that they make nice reports and all, but they really have no enforcement power. Look, read the latest report. They can't even find someone to run the operation. The current head is an "acting." Twenty-two years ago, me and my fellow postal workers asked for what many of the commenters are asking for: competent management, a fair chance to advance, a reasonable workload, a regular schedule and more. You're never going to get it. The OIG is designed to tell postal management that it's doing everything right, and even when it finds severe misconduct it can only make recommendations. I see reports where they find managers who had no idea that there were some jobs they were supposed to be doing. The response is the same: we'll run training when we get a chance. I gave up on the post office and found my future outside the hellhole. It's not a picnic, by any means, but I've never regretted quitting and moving on.

    Dec 16, 2016
  • anon

    Why is morale in the dumps at my office? A revolving door of incompetent managers who have no idea what it's like to work on the rural side of things. No steady stream of mail...Monday is 3-4 times what we get every other day. Filthy working conditions. Managers who sit in a chair all day and crank the heat up so that the people who are actually doing the work are sweating. Large parcels. Parcel volume quadruple what it was during mail count. Paid to deliver 40 parcels per day and the route is averaging 250 per day. How is that fair? Shall I go on? I could list things here all day that is wrong with this place. How about how I'm an RCA and have been working full time on a route for 2 years now. Regular has been working in other capacities for 12 years. How about I get paid holidays? How about I get treated like a regular a little more.

    Dec 16, 2016
  • anon

    Hold management accountable for the fact that this question is even being asked. The problem starts at the top. But USPS solution is always start at the bottom. There needs to be some way craft can ask questions or report problems that never get solved by going to management. I also think Management needs to carry a route one week a year (supervised) and let that be the standard.

    Dec 16, 2016
  • anon

    Sorry, but I doubt management will EVER be held accountable. It's all about "Who you know" in this business. Upper level positions appear to be given to friends who are unqualified to hold the position and are given "protection" rights when things go wrong. The blame is then placed on lower level employees who have already stopped caring about their job because of their past experiences with management.

    Dec 18, 2016
  • anon

    Have all upper decision makers actually run an route before making decisions that affect routes. Current MPOO doesn't want carriers to carry just packages to help out during Christmas. mail volume isn't the problem it's the 200% increase in packages. Routes normally split roughly 200 packages. Now this Christmas season we are averaging 300+ on an average day with spikes up to as much as nearly 800. MPOO sends out everyone has to be back by 5pm, um sure, that's going to improve morale. Here deliver 200% more and get back at the same time as usual. Also routes should be cut when a carrier request it. Really lowers morale knowing your route needs cut(in august) and isn't and you get to wrestle with it through Christmas too.

    Dec 16, 2016
  • anon

    Morale... morale... morale. Holy cow, where do I start? We just had a turnover in our station, lost a PM in the process (good riddance) and shuffled a bunch of the managers around. The route I've ran consistently is evaluated at 19 miles (it's 34....) and 678 houses (+1000), but the PM said he won't pay the excess mileage! Attitude and outright threats from management on a CONTINUAL basis too. A manager that ROUTINELY writes all RCA Amazon start times in, AFTER we have left to deliver! The RCAs are coming in at 6am for parcel runs, then coming back to case and run mail, and then getting sent out for more parcels. I hear long-timers (elsewhere) saying "Welcome to Christmas, you should expect 8-10 hour days". I'd be thrilled with 8-10, my reality is 7 days a week, 15-18 hour days. Add insult to injury, payroll issues. I pulled nearly 80 hours a week and my ePayroll shows less than $450 is going to be deposited tomorrow! A WEEK before Christmas! WHEN it gets fixed, because of the artificial overage, I'm going to get hammered on withholding! Merry Christmas, please fix this mess! I'm still new and already I hate this job. I applied to WORK, not be treated like trash and abused on a daily basis.

    Dec 15, 2016
  • anon

    Management must embrace the idea that they need to strive to be leaders not bosses. I will follow a leader anywhere but a boss is just someone who has a job. Tremendous difference in my eyes! Rank and file workers want to believe that someone, somewhere believes in them and is truly concerned with them. Those people aren't there many times.

    Dec 15, 2016
  • anon

    Well said anonymous! That's one of the biggest problems at our facility. Do as I say.....do. Management has showed their subordinates "the ropes" by their actions and taught them to stop having pride in their work. Where there was once loyalty to the company, there is no longer any! Lack of leadership has definitely been detrimental to this company.

    Dec 18, 2016
  • anon

    Not only are postal employees unhappy with their work environment, I have customers and other federal employees tell me how awful they heard it is to work at the post office. I personally have had enough abuse, can honestly say that this was the worst job I have ever had. Standards that cannot be attained, which according to federal law, standards must be attainable. How the post office gets away with continually breaking federal law, OSHA law amazes me. I smell a lot of corruption.

    Dec 15, 2016
  • anon

    Have managers learn the contract of the craft they will be managing! Have management actually follow that contract Have management treat there employees with dignity and respect Remove bad mangers instead of "moving" them so they can torture more employees Help and encourage new employees and give them more time to learn there job

    Dec 15, 2016

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