Would ASA do better in this industry if they focussed on making the pilots happy?

[FishandFly]

Over the years I have had a consistent feeling that ASA does not care about the pilot groups' level of contentment. I don't believe they even view the pilot group as an asset.. Only an expense that must perform at 100% no matter how they are treated.

Our leadership must think that we do not vary in our efficiency and performance when we get frustrated with them.

Does anyone else think this is true? Doesn't it make sense that they should do everything in their power to keep us running at 100%?

 

[Uncle Bunkle]

They don't care. They just want cheaper costs to fatten their bonus.

 

[ex j-41]

After you beat a dog for years the memories will remain. They have altered the personalities of their people. It will take a's many years to undo the wrong.

 

[centralpilot]

Over the years I have had a consistent feeling that ASA does not care about the pilot groups' level of contentment. I don't believe they even view the pilot group as an asset.. Only an expense that must perform at 100% no matter how they are treated.

This is a fact, not a feeling.

 

[acpilot]

Does "contentment" mean "more money?"

 

[FishandFly]

To me it means other stuff more than money. How many stories do we have in our memories where people were simply screwed by the company even though the screw-job had nothing to do with saving the company money/being better staffed/etc.

I think we would all accept the pay we negotiate, and that would be static for the duration of a contract right? But why go out of your way as a company to stick it to your employees?

I'm not just complaining about a single time it has happened to me or others, but rather that our company does it on a continual basis. It's almost like every employee that deals with assisting / controlling the pilot group has a manager who has specifically told them that they are not to do anything other than what the contract requires them to do when dealing with us.

 

[Stifler's Mom]

http://www.amazon.com/Southwest-Air...1843/ref=sr_1_1?ie=UTF8&qid=1311721089&sr=8-1

When the bottom line is the most important metric for the company, this is what you get. Unfortunately for us as employees, our happiness, and the benefits that we provide, can't be measured easily in dollars and cents.

Remember when we as a group collectively busted our asses to make this airline run great. Our D-0 and A-14 numbers were great. Now look at our numbers. We're back to the bottom of the list again. We were awarded with nice bonus checks, now we collect checks that seem to be barely worth the paper they are written on. Seems we are in a vicious cycle here...the beatings will continue until morale improves.

I hope to someday see our airline have a good relationship with management again.

 

[Clutch]

You're only an employee number.. That's how it goes.

 

[Data]

Any productivity gains coming from happy employees are easily dwarfed by the ever increasing expense of a more senior workforce, or at least that seems to be the company view. I believe the mantra is up and out. Out to where I'm not sure but after 5-7 years you become an expense that should be cut. Or at least until there is a fatal accident and experienced crew members become valuable again. But we've watched how Buffalo changed Colgan's hiring...wait, nevermind.

 

[shamrock]

If up and out is the goal then they are playing the game well. Unfortunately in the process they are converting people who once were fairly content and willing to go a bit above and beyond into folks who when the chips are down will now follow the path of least resistance and choose to stand idly by as the wheels fall off...

 

[mxaviator]

Staff us properly and I'll be happy (so will our customers, partners, etc). Our performance would be better too. It's just that simple.

 

[JoeMerchant]

Staff us properly and I'll be happy (so will our customers, partners, etc). Our performance would be better too. It's just that simple.

We will be staffed properly after Labor Day...Just watch...

 

[johnpeace]

I can't wait for this fabled 'pilot shortage' to actually show up.

The only thing that will change ASA's (or any company's) approach to employee attraction/retention will be economic pressure. If, as a pilot group, we're willing to perform at the level they demand in exchange for the total compensation they offer, then they'll continue to demand more.

It will change when they're unable to get the level of performance they need.

I'm a little surprised at how willing they've been to underperform and jeopardize their business relationships...lots of crew cancellations this summer that they HAD to see coming.

<shrug>

Whatever.

 

[mxaviator]

We will be staffed properly after Labor Day...Just watch...

That's what worries me. Those in charge will see an adequately staffed airline as overstaffed.

 

[Stifler's Mom]

That's what worries me. Those in charge will see an adequately staffed airline as overstaffed.

We'll be fine. 40% of the pilot group with be on reserve.

 

[JoeMerchant]

That's what worries me. Those in charge will see an adequately staffed airline as overstaffed.

We have to make money...We aren't in business to lose money. Right now we don't make money. The cash cow that regionals used to be doesn't exist anymore. Reimbursement rates have gone way down. Costs have gone way up...Something has to give. The net profit margin that ASA enjoyed back in 1998 has been shrunk to zero or worse....

 

[JoeMerchant]

We'll be fine. 40% of the pilot group with be on reserve.

If 40% are on reserve, then we will need to furlough.....

 

[FishandFly]

Joe, would you agree though that being adequately staffed encourages a pilot group to operate at 100% efficiency?

Of course the question would be which saves more money, but considering offering a good product comes only with being adequately staffed maybe it would work out.

An interesting example is our mechanic catastrophe. They have been refusing our mechanics even minimal pay increases for ever and look what happened. Now our entire operation is failing partially due to continual mx issues. Why can't they forecast the costs that result from being a bad company to work for?

 

[Flyguy1226]

The only thing Mgmt cares about right now is to complete SOC by the end of the year, unfortunately everything else is being ignored or going to s**t right now.

 

[JoeMerchant]

Joe, would you agree though that being adequately staffed encourages a pilot group to operate at 100% efficiency?

Of course the question would be which saves more money, but considering offering a good product comes only with being adequately staffed maybe it would work out.

An interesting example is our mechanic catastrophe. They have been refusing our mechanics even minimal pay increases for ever and look what happened. Now our entire operation is failing partially due to continual mx issues. Why can't they forecast the costs that result from being a bad company to work for?

Fish, it's not that simple in this business...I wish it were.

1. The airlines have far more flying in June, July, and half of August than the rest of the year....You can't use 20% of the year for your staffing model.

2. The majors we partner with are constantly adding flying at the last minute. How do we account for that? It may end next month.

3. We have built a "master/apprentice" type industry where the "regionals" are "stepping stone" jobs to the "real" jobs at the "mainlines"... This causes constant movement, and the cost structure is based on this constant movement. In addition, it only takes 2 weeks notice to quit, but 3+ months to replace. For mechanics, it takes far longer to get them up to speed...

4. We already can't make money under the new paradigm...How does increasing our costs make us make money? The only way it will work is to outlive the competition and get pricing power....

5. You say this is a "bad company to work for". Can you name a regional that is better to work for. Which one is better?