Xmas bonus linked to my performance app

[Barnacle]

To many arse licker and shitebags in royal mail ,that would never work or happen as much as I would like it to.

True. They say. ‘Yeah, I’m not bothering with it’, then immediately look at the thing if the COM offers them a sweet.

Really though, if there was an issue the COM would be round with a bit of paper. None of us need to look at it at all unless we want to feel ruled by a PDA.

[chrisdouglas]

Shouldn't happen... what about indoor staff such as CSP staff who don't do deliveries?? Or are we exempt from any possible bonus?? Wouldn't surprise me if we were, the CSP is but an inconvenience to both managers and the union... leave us to rot I guess!

[Mr Rush]

At some point there will be a workers rebellion against all this micro managing of activity through a device.

When measured against the grand surveillance of people's daily lives by governments and giant corporations, a panopticon during working hours seems relatively fair. The former are not at risk of imminent summary execution for achieving the Stasi's wildest dreams, so the latter is very safe. We're living through the death of Whig History.

[Barnacle]

At some point there will be a workers rebellion against all this micro managing of activity through a device.

When measured against the grand surveillance of people's daily lives by governments and giant corporations, a panopticon during working hours seems relatively fair. The former are not at risk of imminent summary execution for achieving the Stasi's wildest dreams, so the latter is very safe. We're living through the death of Whig History.

Accept this and next it’s cameras in the toilet to make sure we really are using it for its purpose. Not chit chatting about overthrowing the regime.

[Londonsburning]

Shouldn't happen... what about indoor staff such as CSP staff who don't do deliveries?? Or are we exempt from any possible bonus?? Wouldn't surprise me if we were, the CSP is but an inconvenience to both managers and the union... leave us to rot I guess!

Get yourself out on the walks then Chris, sounds like you are a shoo in for a delivery duty

[Mr Rush]

At some point there will be a workers rebellion against all this micro managing of activity through a device.

When measured against the grand surveillance of people's daily lives by governments and giant corporations, a panopticon during working hours seems relatively fair. The former are not at risk of imminent summary execution for achieving the Stasi's wildest dreams, so the latter is very safe. We're living through the death of Whig History.

Accept this and next it’s cameras in the toilet to make sure we really are using it for its purpose. Not chit chatting about overthrowing the regime.

If You Tolerate This Your Children Will Be Next... and that's exactly what's transpir(ing/ed).

[wally11]

I heard last week that the xmas bonus incentive this year is linked to the performance app.due to the performance app being individualistic and unfair and ridiculous this sounds about right that royal mail might just do this.

[Smoothbackground]

I heard last week that the xmas bonus incentive this year is linked to the performance app.due to the performance app being individualistic and unfair and ridiculous this sounds about right that royal mail might just do this.

But your own performance, as opposed to the collective performance of “the team”, is something you’re in control of and can steer in the right direction. I think it’s unfair and ridiculous for the Xmas bonus to be based on meeting office or regional targets which, no matter how hard I personally work, there is no prospect of reaching. I for one would welcome a Xmas bonus scheme based on my own individual performance in My Performance.

[Barnacle]

I heard last week that the xmas bonus incentive this year is linked to the performance app.due to the performance app being individualistic and unfair and ridiculous this sounds about right that royal mail might just do this.

But your own performance, as opposed to the collective performance of “the team”, is something you’re in control of and can steer in the right direction. I think it’s unfair and ridiculous for the Xmas bonus to be based on meeting office or regional targets which, no matter how hard I personally work, there is no prospect of reaching. I for one would welcome a Xmas bonus scheme based on my own individual performance in My Performance.

I’m sure you would.

However, the introduction of My Performance or My Doorstep, was a trial which RM stated it would seek feedback from us as to whether to roll it out. That was in the agreement.

I have thus far been unable to find the feedback button where I can tell them I don’t want it.

What I have had, is repeated requests by managers and work coaches to click on it every day.

It’s almost as if they are using our forced clicks to build a consensus for it becoming a permanent fixture.

Telling people that their Christmas bonus hinges on it, is just another way of getting people to click on it.

If you don’t want it to be a permanent feature, ignore it.

[Smoothbackground]

I heard last week that the xmas bonus incentive this year is linked to the performance app.due to the performance app being individualistic and unfair and ridiculous this sounds about right that royal mail might just do this.

But your own performance, as opposed to the collective performance of “the team”, is something you’re in control of and can steer in the right direction. I think it’s unfair and ridiculous for the Xmas bonus to be based on meeting office or regional targets which, no matter how hard I personally work, there is no prospect of reaching. I for one would welcome a Xmas bonus scheme based on my own individual performance in My Performance.

I’m sure you would.

However, the introduction of My Performance or My Doorstep, was a trial which RM stated it would seek feedback from us as to whether to roll it out. That was in the agreement.

I have thus far been unable to find the feedback button where I can tell them I don’t want it.

What I have had, is repeated requests by managers and work coaches to click on it every day.

It’s almost as if they are using our forced clicks to build a consensus for it becoming a permanent fixture.

Telling people that their Christmas bonus hinges on it, is just another way of getting people to click on it.

If you don’t want it to be a permanent feature, ignore it.

But all they’re doing with My Doorstep is sharing data that they already collect — and the collection and analysis of that data is not a trial; it is something they’ve been doing for years and will continue to do regardless of the outcome of any “trial”. So the trial you allude to is in effect a temporary, albeit indefinite, agreement to share that data with us, no? To be honest, I’d be peeved if they decided to stop sharing that data — arguably my data — with us.

[Barnacle]

I heard last week that the xmas bonus incentive this year is linked to the performance app.due to the performance app being individualistic and unfair and ridiculous this sounds about right that royal mail might just do this.

But your own performance, as opposed to the collective performance of “the team”, is something you’re in control of and can steer in the right direction. I think it’s unfair and ridiculous for the Xmas bonus to be based on meeting office or regional targets which, no matter how hard I personally work, there is no prospect of reaching. I for one would welcome a Xmas bonus scheme based on my own individual performance in My Performance.

I’m sure you would.

However, the introduction of My Performance or My Doorstep, was a trial which RM stated it would seek feedback from us as to whether to roll it out. That was in the agreement.

I have thus far been unable to find the feedback button where I can tell them I don’t want it.

What I have had, is repeated requests by managers and work coaches to click on it every day.

It’s almost as if they are using our forced clicks to build a consensus for it becoming a permanent fixture.

Telling people that their Christmas bonus hinges on it, is just another way of getting people to click on it.

If you don’t want it to be a permanent feature, ignore it.

But all they’re doing with My Doorstep is sharing data that they already collect — and the collection and analysis of that data is not a trial; it is something they’ve been doing for years and will continue to do regardless of the outcome of any “trial”. So the trial you allude to is in effect a temporary, albeit indefinite, agreement to share that data with us, no? To be honest, I’d be peeved if they decided to stop sharing that data — arguably my data — with us.

Of course that’s what you would say.

[Smoothbackground]

I heard last week that the xmas bonus incentive this year is linked to the performance app.due to the performance app being individualistic and unfair and ridiculous this sounds about right that royal mail might just do this.

But your own performance, as opposed to the collective performance of “the team”, is something you’re in control of and can steer in the right direction. I think it’s unfair and ridiculous for the Xmas bonus to be based on meeting office or regional targets which, no matter how hard I personally work, there is no prospect of reaching. I for one would welcome a Xmas bonus scheme based on my own individual performance in My Performance.

I’m sure you would.

However, the introduction of My Performance or My Doorstep, was a trial which RM stated it would seek feedback from us as to whether to roll it out. That was in the agreement.

I have thus far been unable to find the feedback button where I can tell them I don’t want it.

What I have had, is repeated requests by managers and work coaches to click on it every day.

It’s almost as if they are using our forced clicks to build a consensus for it becoming a permanent fixture.

Telling people that their Christmas bonus hinges on it, is just another way of getting people to click on it.

If you don’t want it to be a permanent feature, ignore it.

But all they’re doing with My Doorstep is sharing data that they already collect — and the collection and analysis of that data is not a trial; it is something they’ve been doing for years and will continue to do regardless of the outcome of any “trial”. So the trial you allude to is in effect a temporary, albeit indefinite, agreement to share that data with us, no? To be honest, I’d be peeved if they decided to stop sharing that data — arguably my data — with us.

Of course that’s what you would say.

Why not? I am proud of my first-time delivery rate, customer service, considerate driving, etc. I would like to be rewarded financially for those things by way of a bonus.

But what would the contrary view be? That they should still collect the data but stop sharing it with us? That they should stop collecting and sharing the data altogether? A wider question in the 21st Century: is it reasonable for employers to measure employee productivity?

[Perseus]

I heard last week that the xmas bonus incentive this year is linked to the performance app.due to the performance app being individualistic and unfair and ridiculous this sounds about right that royal mail might just do this.

But your own performance, as opposed to the collective performance of “the team”, is something you’re in control of and can steer in the right direction. I think it’s unfair and ridiculous for the Xmas bonus to be based on meeting office or regional targets which, no matter how hard I personally work, there is no prospect of reaching. I for one would welcome a Xmas bonus scheme based on my own individual performance in My Performance.

Not everyone is in charge of their performance. It's pretty hard for someone to 'steer' in the right direction with countless obstacles put in their way.

[BELIAL]

Your productivity level has fallen this month since your hip replacement, this will be reflected in your monthly pay.

[Smoothbackground]

Your productivity level has fallen this month since your hip replacement, this will be reflected in your monthly pay.

At the risk of being pedantic, no, your reduced productivity level due to a hip placement won’t be reflected in your monthly pay, which will remain paid at the contractual rate; however, it may be reflected in a reduced bonus which could be paid on top of your monthly pay.