This BLOG is for LLNL present and past employees, friends of LLNL and anyone impacted by the privatization of the Lab to express their opinions and expose the waste, wrongdoing and any kind of injustice against employees and taxpayers by LLNS/DOE/NNSA.
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Thursday, October 2, 2008
Motivation and Morale - ya, right!
Well, the topic is simple enough, but is the reality? How is your morale and what motivates you?
I'm leaving in 2 weeks. I'll be taking effectively a promotion, getting a pay rise, and stock options. Everyone just wants to leave.
The employees gave up a long time ago and now the management has given up too. There is no motivation and terrible moral.
LLNL is like a case study in failed management at every level. It should be studied and books should be written on it to help CEOs not repeat these mistakes in the future.
I'd like to live just long enough to be there when they cut off your head and stick it on a pike as a warning to the next ten generations that some favors come with too high a price. I would look up into your lifeless eyes and wave like this. Can you and your associates arrange that for me, Mr. Morden?
There is no motivation. People are just going through the motions, not caring about their work any longer and trying to make it through each depressing day.
NNSA has managed to kill off the weapons labs. Unfortunately, top levels over at NNSA believe they've done a fantastic job. How sick is that?
Motivation and Morale? I have none, I am only here for the money and all the over time I can get. I am like the rest of you people collecting a check and waiting for a interview with a real company that offers profit sharing and stocks.
My morale - - Stagnant Pay - More rules and regulations that won't enhance my safety or security. - Looking forward to peeing in a cup. - Gleefully waiting for a call for a polygraph. - Love how management is making it faster and cheaper to layoff people.
No matter how hard I try to work as efficiently as I used to, I cannot. Declining morale, burnout, whathaveyou. I'm not as good as I used to be and it's getting worse. The stress takes is taking its toll on my productivity. I can't just turn it off and produce at 100%. Is anyone else feeling this way? Maybe it's time to go...take some time off and start anew somewhere else.
7:37 - yes I feel exactly like this - have done for the last 4-5 months. That's a huge reason why I'm leaving actually. I need to move on to prevent my career from dying here with LLNL (for so many reasons). 2 more weeks left.
I make every effort to be motivated to do the best I can but a few things remind me that it is in vain. For example, the answer to one of the questions in the salaries Q&A section in Newline. The question was: (not verbatim) since LLNL wants to attract and retain above average talent, why are we basing compensation on averages? The answer? The contract requires LLNS to do that. My remark: LLNS cannot reward excellence and expect the difference between excellence and mediocrity to be 1/2 a percent raise.
I have been asked (as an Ombuds) to give feedback to a WorkLife committee that apparently covers many issues at the lab and is next going to be discussing retention.
I am specifically looking for information on the following:
1. What is important to employees in their workplace? 2. What issues have been raised why people are leaving the Lab?
and in general 3; the Lab's morale and what is important to employees.
Please don't send anything confidential but of course everything I submit will be anonymous. You can send things to me by entrust if you would like.
Unfortunately they just asked for this and want it by the end of the day today Thurs. 10/9.
Here's the summarized reply that we got(I wrote a lot more than this):
Thank-you to everyone who took the time to send me feedback on retention, morale etc. I received about 2 dozen responses which I believe means people have a lot to say!
I pulled the responses out and pasted them into one work doc as well as this summary; * distrust of management, lack of honesty, ineffective in dealing with issues, no leadership, many managers and no management * too busy constantly "re-orging" to pay any attention to science, non-creative science, management refuses to understand and support scientific principals * lack of funding; lack of support for beginning scientists, non-competitive costs * 2 or 3 tiered pay structure in the division, below average salaries * lack of job security, lay-off's continue to be high in everyone's mind, "disposable employees" * lack of a supportive environment, sense that even if your job is well done it (and you) are not valued, lack of respect * NO morale * working in a state of decay * LLNS/LLNL putting more and more obstacles in the way of getting work done
and finally, which does not bode well for this input, a wide-spread sense that management "requests feedback so that they can say that they requested feedback and can appear to have been interested in peoples concerns, without actually addressing them."
But since I do believe communication is always important, I will forward the compiled comments to both the division leader and the AD.
I have also asked who is on the WorkLife committee that requested this input and what they do - and plan to do with this input, will let you know!
These last two post illustrate how bad the management was under CMELS. You can be sure their style of poor leadership has moved selected individuals up the ladder despite the bad will and wasteland they created.
Post 8:37 AM pretty much sums it up. This place is now falling apart and everyone I know is looking for an escape hatch. It's depressing to shuffle back into the office on Monday mornings.
17 comments:
right now I only have one motivation- leave!
Motivation is 0; morale is below 0.
I'm leaving in 2 weeks. I'll be taking effectively a promotion, getting a pay rise, and stock options. Everyone just wants to leave.
The employees gave up a long time ago and now the management has given up too. There is no motivation and terrible moral.
LLNL is like a case study in failed management at every level. It should be studied and books should be written on it to help CEOs not repeat these mistakes in the future.
Motivation is best summarized by this quote....
I'd like to live just long enough to be there when they cut off your head and stick it on a pike as a warning to the next ten generations that some favors come with too high a price. I would look up into your lifeless eyes and wave like this. Can you and your associates arrange that for me, Mr. Morden?
What demotivates? This Dilbert cartoon from a few weeks says a lot:
http://www.dilbert.com/dyn/str_strip/000000000/00000000/0000000/000000/20000/2000/200/23263/23263.strip.sunday.gif
There is no motivation. People are just going through the motions, not caring about their work any longer and trying to make it through each depressing day.
NNSA has managed to kill off the weapons labs. Unfortunately, top levels over at NNSA believe they've done a fantastic job. How sick is that?
Motivation and Morale? I have none, I am only here for the money and all the over time I can get. I am like the rest of you people collecting a check and waiting for a interview with a real company that offers profit sharing and stocks.
10-beam
am cruising, nothing matters except silly directives, not at all like a university, don't have to think, not going anyplace
serving time in the sinecure with a wry smile
My motivation
- pay the bills until I can retire.
My morale -
- Stagnant Pay
- More rules and regulations that won't enhance my safety or security.
- Looking forward to peeing in a cup.
- Gleefully waiting for a call for a polygraph.
- Love how management is making it faster and cheaper to layoff people.
No matter how hard I try to work as efficiently as I used to, I cannot. Declining morale, burnout, whathaveyou. I'm not as good as I used to be and it's getting worse. The stress takes is taking its toll on my productivity. I can't just turn it off and produce at 100%. Is anyone else feeling this way? Maybe it's time to go...take some time off and start anew somewhere else.
7:37 - yes I feel exactly like this - have done for the last 4-5 months. That's a huge reason why I'm leaving actually. I need to move on to prevent my career from dying here with LLNL (for so many reasons). 2 more weeks left.
have fun in England 76.
I make every effort to be motivated to do the best I can but a few things remind me that it is in vain.
For example, the answer to one of the questions in the salaries Q&A section in Newline.
The question was: (not verbatim) since LLNL wants to attract and retain above average talent, why are we basing compensation on averages?
The answer?
The contract requires LLNS to do that.
My remark: LLNS cannot reward excellence and expect the difference between excellence and mediocrity to be 1/2 a percent raise.
We got this email from a division admin today:
I have been asked (as an Ombuds) to give feedback to a WorkLife committee that apparently covers many issues at the lab and is next going to be discussing retention.
I am specifically looking for information on the following:
1. What is important to employees in their workplace?
2. What issues have been raised why people are leaving the Lab?
and in general 3; the Lab's morale and what is important to employees.
Please don't send anything confidential but of course everything I submit will be anonymous. You can send things to me by entrust if you would like.
Unfortunately they just asked for this and want it by the end of the day today Thurs. 10/9.
Here's the summarized reply that we got(I wrote a lot more than this):
Thank-you to everyone who took the time to send me feedback on retention, morale etc. I received about 2 dozen responses which I believe means people have a lot to say!
I pulled the responses out and pasted them into one work doc as well as this summary;
* distrust of management, lack of honesty, ineffective in dealing with issues, no leadership, many managers and no management
* too busy constantly "re-orging" to pay any attention to science, non-creative science, management refuses to understand and support scientific principals
* lack of funding; lack of support for beginning scientists, non-competitive costs
* 2 or 3 tiered pay structure in the division, below average salaries
* lack of job security, lay-off's continue to be high in everyone's mind, "disposable employees"
* lack of a supportive environment, sense that even if your job is well done it (and you) are not valued, lack of respect
* NO morale
* working in a state of decay
* LLNS/LLNL putting more and more obstacles in the way of getting work done
and finally, which does not bode well for this input, a wide-spread sense that management "requests feedback so that they can say that they requested feedback and can appear to have been interested in peoples concerns, without actually addressing them."
But since I do believe communication is always important, I will forward the compiled comments to both the division leader and the AD.
I have also asked who is on the WorkLife committee that requested this input and what they do - and plan to do with this input, will let you know!
These last two post illustrate how bad the management was under CMELS. You can be sure their style of poor leadership has moved selected individuals up the ladder despite the bad will and wasteland they created.
Keep up the great work!
Post 8:37 AM pretty much sums it up. This place is now falling apart and everyone I know is looking for an escape hatch. It's depressing to shuffle back into the office on Monday mornings.
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