1. The inefficiency unions
Sometimes absent, often too small, unionized employees are out of favor at the FNAC .
Between them, the unions do not agree, and do not adapt their communication media. The message is often daunting, backward, and often does not reach the consciousness of employees .... Most of them even forgot what they were. In an ideal world we would not need unions. But TODAY 'Today it is vital that employees of the FNAC have representatives staff worthy of the name, which have the capacity to defend their interests .
A union is an association that aims to defend our interests , but it all depends on you to improve their actions because they represent you . With more support, and therefore more weight, their actions would benefit course quality. It all depends on you to improve our representatives.
If everyone seems to agree on new backstage dysfunctions FNAC and outrageous practices that accompany it, there also seems resolved accustomed to the idea of being had .
So we complain unions, they condemn their presumption. " the Fnac sale?! "they unlock. Deleting posts back-office ? But they not tell anything.
They go too fast, or straight into the wall, they are in any case beside the plate.
However, you will hear people demonstrate, in private, much more virulent in respect of management. Indeed, in private, languages are loosened, officers, employees, employees back office. all denounce the conditions unacceptable and lack of support, advocacy, coordination .
The " AG" are deserted. The information does not pass. But otherwise, why are AG deserted, since 'they are only informational meetings?
2. Fear
Yes, fear. All employees are afraid, despite their status as highly protected, the decline of our power Buying generated every year, an obsession: I'll be increased this year?
When even though the increase comes or nearly (10 euros? 15 euros?), Each year the same refrain.
With the cooperation of executives, management closely monitors all the "gaps" behavior towards the new project .
Those who talk too loud, are asked to leave. We hesitate not to use methods of intimidation: blackmail, threats, pressures ...
was afraid to go to AG. Then the idea to strike ... Even though we love to see. Often those who complain are also very scared, and looking for excuses, either by denouncing the inefficiency and the presumption of unions, or arguing about a possible promotion to salary increase "imminent."
Others wallow in complacency: "We're fortunate to work, we're not unemployment. Not so. But this is because that it is worse than elsewhere must accept what we all feel as bad working conditions . Instead it is enhancing the average we help those worse elsewhere.
3. Handling
Accustomed to the idea of being had ... and with a smile. Like all debriefings year end, that tell you that the days exacting what you have achieved nothing, because the margins are not there! So no, as last year (you know, that famous year or c ' was also as Last year ), the budget for salaries will not increase. The incentive ?! Biensur not, the fnac is on the brink of bankruptcy you were told! But they say that the press ... shhh! You are not corporate !
So, come for dinner , your host repeat each year to same time, his mouth full, and the crumbs on her lips, no, there is nothing to eat ....
Yet believe it, the Fnac never market as well. Leader everywhere. Everything works. Even the disc does not fall as was expected ... On the contrary mp 3, the microwave explodes! But the incentive declining inexorably ... Since when?! It would not since Denis Olivennes directs Fnac ? Bingo! Thank you for the 14th month! As agreed, it is the opposite of what that it promises. He promises us something that we removed.
careful, he also promised that those who are working would ... earn more can be expected to volunteer.
For subjects really contentious, important, a large plenary meeting not enough. It must operate in small groups or even individually, using frameworks like little soldiers. Use of people we see every day, to whom we have the habit of obeying , the people we meet. Trustworthy people, most of the time.
As in most FNAC, individual interviews, mini meeting, however very long, are several frameworks for dealing with small groups of employees, for them to write and say all the good that 'they think art project, or project 100% client. So we ask you questions often directed towards the answers that you provide on the spot, as you breath in his ear to give you the impression of having thought alone. Thus it creates the obvious, the need a vital change for the company.
They will push the vice until you commit, yourself, to respect everything you've said and written in short these interviews. Without any explanation of the consequences.
4.The indoctrination
Handling, fear, stress, here's the new doctrine of fnac : Walk or die ....
Management is thus pressure on managers, whose position is unenviable. Running or executed ... Most human-jump without delay (it has already begun). Others must adapt and fight. By dominating teams in the hardening tone. This is the new watchword. Get tough, be assertive. We make it more malleable and docile. It's more attractive for our future buyer who will not take any risks. Oh that's on the Fnac will sell very well, but then very very good.
Managers will therefore deal with our cases, sometimes against the heart, to protect them as their back and get their bonuses.
figures, meanwhile, have turned away, returned, and rendered incomprehensible. We read the negative, we describe gravity with formulas and numbers terrible announcing an upcoming famine. But instead, in the press, you can discover that PPR off thanks to most excellent results of the FNAC . Thus the shareholders recover much more than last year, which was already outstanding.
While it is normal that a shareholder interests recovers its investments, it is anomalous that the excellent results of a company harm, yes HURT, those who perform, day after day .
Sometimes absent, often too small, unionized employees are out of favor at the FNAC .
Between them, the unions do not agree, and do not adapt their communication media. The message is often daunting, backward, and often does not reach the consciousness of employees .... Most of them even forgot what they were. In an ideal world we would not need unions. But TODAY 'Today it is vital that employees of the FNAC have representatives staff worthy of the name, which have the capacity to defend their interests .
A union is an association that aims to defend our interests , but it all depends on you to improve their actions because they represent you . With more support, and therefore more weight, their actions would benefit course quality. It all depends on you to improve our representatives.
If everyone seems to agree on new backstage dysfunctions FNAC and outrageous practices that accompany it, there also seems resolved accustomed to the idea of being had .
So we complain unions, they condemn their presumption. " the Fnac sale?! "they unlock. Deleting posts back-office ? But they not tell anything.
They go too fast, or straight into the wall, they are in any case beside the plate.
However, you will hear people demonstrate, in private, much more virulent in respect of management. Indeed, in private, languages are loosened, officers, employees, employees back office. all denounce the conditions unacceptable and lack of support, advocacy, coordination .
The " AG" are deserted. The information does not pass. But otherwise, why are AG deserted, since 'they are only informational meetings?
2. Fear
Yes, fear. All employees are afraid, despite their status as highly protected, the decline of our power Buying generated every year, an obsession: I'll be increased this year?
When even though the increase comes or nearly (10 euros? 15 euros?), Each year the same refrain.
With the cooperation of executives, management closely monitors all the "gaps" behavior towards the new project .
Those who talk too loud, are asked to leave. We hesitate not to use methods of intimidation: blackmail, threats, pressures ...
was afraid to go to AG. Then the idea to strike ... Even though we love to see. Often those who complain are also very scared, and looking for excuses, either by denouncing the inefficiency and the presumption of unions, or arguing about a possible promotion to salary increase "imminent."
Others wallow in complacency: "We're fortunate to work, we're not unemployment. Not so. But this is because that it is worse than elsewhere must accept what we all feel as bad working conditions . Instead it is enhancing the average we help those worse elsewhere.
3. Handling
Accustomed to the idea of being had ... and with a smile. Like all debriefings year end, that tell you that the days exacting what you have achieved nothing, because the margins are not there! So no, as last year (you know, that famous year or c ' was also as Last year ), the budget for salaries will not increase. The incentive ?! Biensur not, the fnac is on the brink of bankruptcy you were told! But they say that the press ... shhh! You are not corporate !
So, come for dinner , your host repeat each year to same time, his mouth full, and the crumbs on her lips, no, there is nothing to eat ....
Yet believe it, the Fnac never market as well. Leader everywhere. Everything works. Even the disc does not fall as was expected ... On the contrary mp 3, the microwave explodes! But the incentive declining inexorably ... Since when?! It would not since Denis Olivennes directs Fnac ? Bingo! Thank you for the 14th month! As agreed, it is the opposite of what that it promises. He promises us something that we removed.
careful, he also promised that those who are working would ... earn more can be expected to volunteer.
For subjects really contentious, important, a large plenary meeting not enough. It must operate in small groups or even individually, using frameworks like little soldiers. Use of people we see every day, to whom we have the habit of obeying , the people we meet. Trustworthy people, most of the time.
As in most FNAC, individual interviews, mini meeting, however very long, are several frameworks for dealing with small groups of employees, for them to write and say all the good that 'they think art project, or project 100% client. So we ask you questions often directed towards the answers that you provide on the spot, as you breath in his ear to give you the impression of having thought alone. Thus it creates the obvious, the need a vital change for the company.
They will push the vice until you commit, yourself, to respect everything you've said and written in short these interviews. Without any explanation of the consequences.
4.The indoctrination
Handling, fear, stress, here's the new doctrine of fnac : Walk or die ....
Management is thus pressure on managers, whose position is unenviable. Running or executed ... Most human-jump without delay (it has already begun). Others must adapt and fight. By dominating teams in the hardening tone. This is the new watchword. Get tough, be assertive. We make it more malleable and docile. It's more attractive for our future buyer who will not take any risks. Oh that's on the Fnac will sell very well, but then very very good.
Managers will therefore deal with our cases, sometimes against the heart, to protect them as their back and get their bonuses.
figures, meanwhile, have turned away, returned, and rendered incomprehensible. We read the negative, we describe gravity with formulas and numbers terrible announcing an upcoming famine. But instead, in the press, you can discover that PPR off thanks to most excellent results of the FNAC . Thus the shareholders recover much more than last year, which was already outstanding.
While it is normal that a shareholder interests recovers its investments, it is anomalous that the excellent results of a company harm, yes HURT, those who perform, day after day .
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