You want to cut cost, improve morale and gain employees respect?
You'd better listen:
1. Layoff bloated management. Please stop shifting these ineffective managers to other positions. If they have not done a good job they should go, not be rewarded with other positions. I hate to see layoffs as much as the next person, but I have no issues with laying off bad employees. And by any metric I can think of, management has failed terribly. Accountability means getting rid of those that have created this situation.
2. Change the compensation "ranking" system. Who in the world came up with this system? This system was custom built to dis-incentivize the employees. I complained about this system to the lab and they told me that certain jobs are valued, others less so. As such the person doing a great job at a "less valued" job will never get a high ranking. So this system is set up to encourage low productivity. Why work your butt off if there is no chance of reward? This is insane and a moronic system beyond words. I am unaware of any place else where this is done. In the private sector, if a secretary does a great job, he/she gets rewarded with a better raise. At LLNL, why bother to work hard? It rarely factors into your raise. I can see why there is so much deadwood. Pay is the same either way, work hard or not at all, little difference in compensation.
3. Reduce the pay of managers. In my division, many managers are paid salaries similar to corporate presidents and vice presidents. But these managers positions are not equivalent to presidents and vice presidents. So gross overcompensation is occurring. And for anyone who has examined the ranking system can see, basically to get rank group 1 or 2 essentially requires you to be a manager. Then once a manager, the money comes, because you are ranked 1 or 2. See the cycle? A compensation structure that rewards managers. Since you are a manager you are ranked high, since you are ranked high your raise is big..next year same as the last.
4. Once in a while do something that indicates you give a damn about your employees. LLNL beats on its employees and does little to reward them (and I am not talking just about compensation). Name one thing that was done for employees in the past year and a half that said "we value you, you do great things". I can't think of one.
5. Fire abusive managers. I have been astounded by what managers get away with that should have resulted in firing. I have seen some of it firsthand. I tried to work the system to get my problems resolved of an abusive manager. You know the result? The manager was promoted. No joke, I am not making this up.
6. Empower the employees to push scientific advancement. Look at any high tech company, the ideas come from below, not from above. Yes, managers make the final go/no go decisions on what projects move forward, but the ideas should come from below. But WOW, management squelches or impedes new ideas. There is quite simply no innovation at LLNL, and this is the reason why. This gets back to comment #1, if you simply wholesale removed most of the managers, innovation would begin to flourish because it is the managers that are crushing it. I am not saying a manager cannot come up with a good idea, they do too, but it is well known, true innovation percolates up, not down, from the creativity of the scientists and employees. At LLNL I have seen TOO many times the pure agony people go through to try to get an idea or proposal heard. Don't form a committee to help move ideas forward, get rid of the management layers that are killing the innovation. As proof, please look for your self at scientific publications of the national labs per number of total employees. You will see other national labs with far fewer workers produce far more papers, and thus more innovation than LLNL.
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