Originally Posted by
injun21
I also have CJO from ENY and SKW. I saw we bring our experience, skills, and positive attitude to Envoy and chance it. Worst case senario, we figure out ENY sucks after a year or two(pay back less or no bonus) and go interview a SKY again. Envoy's upgrade is 6. SKW is 2-2.5. Even if you try Envoy and it doesn't work can you go to SKY, eat crow, and you will still upgrade sooner than if you just simply stay at Envoy. Let's give the guys at Envoy a chance. Let's get to know the people in CS. They prob hate their jobs as much as the pilots right now. Lets see if we can turn this thing around so they don't HAVE to pay a bonus to get people to come to that airline. I liked the people at both places when I interviewed, but I like a challenge, that's why I sit up front. I will prob be called a recruiter until Dec 19th when I show up for class, but my positive attitude is much more contagious than their negative one. Is yours?
LMAO....except for that little minor fact that seniority is EVERYTHING in this industry. The fact you would suggest to a new hire that they should RISK gambling a year or two of seniority, not to mention anything about two years of their lives, on the CHANCE that their positive attitude might rub off on Doug Parker is the height of ludicrousness. I realized that this company was disfunctional and no amount of ignored pipeline reports would fix it after six months working here. After 11 years, it is blindingly obvious that upper management doesn't value the opinions or input from front line employees. No amount of team-building rah-rah cheerleading will fix the systemic problems that exist at AAG. AS SEEN IN THIS THREAD, management doesn't even believe there is a problem with our QOL, let alone our morale.
Suggesting that potential new hires should take a gamble with their careers like that is the ultimate expression of management seeing employees as only numbers and cost units, and is a big part of the problem with the corporate culture at AAG.