Allegiant Air
11-14-2015 | 05:29 AM
#651
Gets Weekends Off
Joined: Jun 2008
Posts: 3,716
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11-14-2015 | 05:44 AM
#652
2 days off
Joined: Jun 2009
Posts: 1,853
Likes: 0
From: Embraer Systems Analyst
11-14-2015 | 05:50 AM
#653
Gets Weekends Off
Joined: Dec 2008
Posts: 3,150
Likes: 0
From: Left,Right, Left, Right,Right,Left, Right, Left
So the next poor guy who loses an engine that's on fire doesn't evac, for fear of losing his job. brings the plane to the gate for a "non event" just before the engine explodes burns the plane down kills x passengers and FA's in the back and the jetbridge goes up in flames...
Man, glad I didn't get the call to work there 9 years ago.
Stay safe out there. Between the TSA and Management, we're the only ones looking out for us.
11-14-2015 | 05:56 AM
#654
Gets Weekends Off
Joined: Jul 2015
Posts: 157
Likes: 0
From: on the bench
Management feels that any junior pilot, earning at the lower end of the pay chart, can fly their planes, so it is ok with them if pilots move on to another airline job after a short time working at Allegiant. Pilots with longer years of employment earn a higher salary, therefore they'd rather not have those pilots. Doing this keeps the company salary costs lower which increases company profits. As long as they have an ample supply of pilot job applicants they will keep this philosophy. Pilot retention is not something they work on, turnover works in their favor to lower operating costs. They do minimum training to get a new guy checked out and up to speed, then he's out there hauling passengers on their lucrative vacation routes. To management a pilot is just another company tool (asset), like a tow tractor or aircraft, to be used to earn the company money. And they strive to keep the cost of that tool as low as possible but still keep it functioning.
Not all of the Allegiant record profits comes from passengers spending money on low cost fares, inflight snacks and partnered hotel/rental car bookings. It is also comes from cost-cutting in the employee pay, benefit and retirement area.
Last edited by rokgpsman; 11-14-2015 at 06:11 AM.
11-14-2015 | 06:21 AM
#655
Gets Weekends Off
Joined: Aug 2011
Posts: 2,583
Likes: 15
From: Hoping for any position
Agreed.
Management feels that any junior pilot, earning at the lower end of the pay chart, can fly their planes, so it is ok with them if pilots move on to another airline job after a short time working at Allegiant. Pilots with longer years of employment earn a higher salary, therefore they'd rather not have those pilots. Doing this keeps the company salary costs lower which increases company profits. As long as they have an ample supply of pilot job applicants they will keep this philosophy. Pilot retention is not something they work on, turnover works in their favor to lower operating costs. They do minimum training to get a new guy checked out and up to speed, then he's out there hauling passengers on their lucrative vacation routes. To management a pilot is just another company tool (asset), like a tow tractor or aircraft, to be used to earn the company money. And they strive to keep the cost of that tool as low as possible but still keep it functioning.
Not all of the Allegiant record profits comes from passengers spending money on low cost fares, inflight snacks and partnered hotel/rental car bookings. It is also comes from cost-cutting in the employee pay, benefit and retirement area.
Management feels that any junior pilot, earning at the lower end of the pay chart, can fly their planes, so it is ok with them if pilots move on to another airline job after a short time working at Allegiant. Pilots with longer years of employment earn a higher salary, therefore they'd rather not have those pilots. Doing this keeps the company salary costs lower which increases company profits. As long as they have an ample supply of pilot job applicants they will keep this philosophy. Pilot retention is not something they work on, turnover works in their favor to lower operating costs. They do minimum training to get a new guy checked out and up to speed, then he's out there hauling passengers on their lucrative vacation routes. To management a pilot is just another company tool (asset), like a tow tractor or aircraft, to be used to earn the company money. And they strive to keep the cost of that tool as low as possible but still keep it functioning.
Not all of the Allegiant record profits comes from passengers spending money on low cost fares, inflight snacks and partnered hotel/rental car bookings. It is also comes from cost-cutting in the employee pay, benefit and retirement area.
11-14-2015 | 06:32 AM
#656
Swimmin' in da pool
Joined: Jan 2014
Posts: 449
Likes: 0
ValuJet was working toward that title too. I can save money on my car by not servicing it or changing the tires. Works great for a while.
11-14-2015 | 06:39 AM
#657
Gets Weekends Off
Joined: Jul 2015
Posts: 157
Likes: 0
From: on the bench
What I'm getting at is that better companies value their employees more. They want employees to have a career with them, experienced employees are more valuable, they help the company operate better, solve problems and deal with customers in a better way, all of which increases customer loyalty and future business.
There is a balance between keeping operating costs low but still cultivating a work environment where people want to work there and do a good job with a smile on their face. Make a career there. Higher morale among employees causes them to voluntarily work harder, smarter and do more than just the minimum. Profit sharing plans that give back to the workers is another strategy.
That stuff is contagious, employees react to it and customers see it in the way the employees treat them. Otherwise a company gets employees that are not happy, they are looking for someplace else to work, just going thru the daily motions of the job, unwilling to do the extra things that make a difference, don't care if a customer has a good experience or not. Record profits don't mean a thing if the employee doesn't share in it. If you don't feel valued as an employee you don't feel any loyalty or obligation to the company, and that is a sad way to make a living. People with any drive, dignity and motivation at all will move on.
There is a balance between keeping operating costs low but still cultivating a work environment where people want to work there and do a good job with a smile on their face. Make a career there. Higher morale among employees causes them to voluntarily work harder, smarter and do more than just the minimum. Profit sharing plans that give back to the workers is another strategy.
That stuff is contagious, employees react to it and customers see it in the way the employees treat them. Otherwise a company gets employees that are not happy, they are looking for someplace else to work, just going thru the daily motions of the job, unwilling to do the extra things that make a difference, don't care if a customer has a good experience or not. Record profits don't mean a thing if the employee doesn't share in it. If you don't feel valued as an employee you don't feel any loyalty or obligation to the company, and that is a sad way to make a living. People with any drive, dignity and motivation at all will move on.
11-14-2015 | 06:49 AM
#658
Gets Weekends Off
Joined: Aug 2011
Posts: 2,583
Likes: 15
From: Hoping for any position
What I'm getting at is that better companies value their employees more. They want employees to have a career with them, experienced employees are more valuable, they help the company operate better, solve problems and deal with customers in a better way, all of which increases customer loyalty and future business.
There is a balance between keeping operating costs low but still cultivating a work environment where people want to work there and do a good job with a smile on their face. Make a career there. Higher morale among employees causes them to voluntarily work harder, smarter and do more than just the minimum. Profit sharing plans that give back to the workers is another strategy.
That stuff is contagious, employees react to it and customers see it in the way the employees treat them. Otherwise a company gets employees that are not happy, they are looking for someplace else to work, just going thru the daily motions of the job, unwilling to do the extra things that make a difference, don't care if a customer has a good experience or not. Record profits don't mean a thing if the employee doesn't share in it. If you don't feel valued as an employee you don't feel any loyalty or obligation to the company, and that is a sad way to make a living. People with any drive, dignity and motivation at all will move on.
There is a balance between keeping operating costs low but still cultivating a work environment where people want to work there and do a good job with a smile on their face. Make a career there. Higher morale among employees causes them to voluntarily work harder, smarter and do more than just the minimum. Profit sharing plans that give back to the workers is another strategy.
That stuff is contagious, employees react to it and customers see it in the way the employees treat them. Otherwise a company gets employees that are not happy, they are looking for someplace else to work, just going thru the daily motions of the job, unwilling to do the extra things that make a difference, don't care if a customer has a good experience or not. Record profits don't mean a thing if the employee doesn't share in it. If you don't feel valued as an employee you don't feel any loyalty or obligation to the company, and that is a sad way to make a living. People with any drive, dignity and motivation at all will move on.
The other is the skimping on maintenance. That one we have very little say or impact other than writing up all discrepancies. I think this one is a much larger problem than the contract. Our customers do not give a sh1t about customer service. They are paying $60 for a ticket. They know it's bare bones. They don't care if their pilots are happy. They want to go to Florida for much less than it would cost to drive. As long as they get that, they are satisfied.
Honestly, the more this drags on the quicker I want to leave.
11-14-2015 | 07:00 AM
#659
Banned
Joined: Oct 2014
Posts: 2,137
Likes: 0
What I'm getting at is that better companies value their employees more. They want employees to have a career with them, experienced employees are more valuable, they help the company operate better, solve problems and deal with customers in a better way, all of which increases customer loyalty and future business.
There is a balance between keeping operating costs low but still cultivating a work environment where people want to work there and do a good job with a smile on their face. Make a career there. Higher morale among employees causes them to voluntarily work harder, smarter and do more than just the minimum. Profit sharing plans that give back to the workers is another strategy.
That stuff is contagious, employees react to it and customers see it in the way the employees treat them. Otherwise a company gets employees that are not happy, they are looking for someplace else to work, just going thru the daily motions of the job, unwilling to do the extra things that make a difference, don't care if a customer has a good experience or not. Record profits don't mean a thing if the employee doesn't share in it. If you don't feel valued as an employee you don't feel any loyalty or obligation to the company, and that is a sad way to make a living. People with any drive, dignity and motivation at all will move on.
There is a balance between keeping operating costs low but still cultivating a work environment where people want to work there and do a good job with a smile on their face. Make a career there. Higher morale among employees causes them to voluntarily work harder, smarter and do more than just the minimum. Profit sharing plans that give back to the workers is another strategy.
That stuff is contagious, employees react to it and customers see it in the way the employees treat them. Otherwise a company gets employees that are not happy, they are looking for someplace else to work, just going thru the daily motions of the job, unwilling to do the extra things that make a difference, don't care if a customer has a good experience or not. Record profits don't mean a thing if the employee doesn't share in it. If you don't feel valued as an employee you don't feel any loyalty or obligation to the company, and that is a sad way to make a living. People with any drive, dignity and motivation at all will move on.
Companies don't value employees at all, your a number, a sprocket if you will. You are designed to fit into the system no different than any other piece of the puzzle. If the piece no longer fits, its tossed in the garbage and new piece will be brought in to replace the "faulty" piece. Whether the company operates better as a result of any extra effort put forth by an employee doesn't matter, the system is designed to work and be profitable with employees who don't care, or at the least common denominator. Anything in abundance of that is just icing on the cake and irrelevant to the companies bottom line, in fact you better be sure your going out of the way to provide extra customer service doesn't cost the company one extra red cent or you may be fired. So long as a company is not killing a paying customer with their product or service, the dollars will continue to flow in. There is too few companies now where differentiation even matters. They can get away with whatever they want because there is no other alternative. Customers are now primed to expect the worst service, a product that may or may not work, a service that may or may not come through for you. And you know what, they are all now to big to fail. I'm not specifically talking about Allegiant or even the airlines, I'm talking about corporate America in general.
The way you feel I'm sorry to say is irrelevant. I know I'm raining on your parade and well thought out post, but the reality is the systems put in place today are designed to deliver the product or service with the least human intervention possible. It's a natural byproduct of technology and automation. You will be replaced one day. You may laugh, but it is inevitable.
I accept all this and as a result I sleep like a baby at night, pursue other methods of earning, and fly like its my great hobby. One thing you will probably not be able to take away from my post is that I'm a pretty positive person in general!
11-14-2015 | 07:04 AM
#660
Swimmin' in da pool
Joined: Jan 2014
Posts: 449
Likes: 0
So these are two separate, but equally important issues. One we have more of a direct impact on changing which is being done by hiring the union and working toward a good contract employees.
The other is the skimping on maintenance. That one we have very little say or impact other than writing up all discrepancies. I think this one is a much larger problem than the contract. Our customers do not give a sh1t about customer service. They are paying $60 for a ticket. They know it's bare bones. They don't care if their pilots are happy. They want to go to Florida for much less than it would cost to drive. As long as they get that, they are satisfied.
Honestly, the more this drags on the quicker I want to leave.
The other is the skimping on maintenance. That one we have very little say or impact other than writing up all discrepancies. I think this one is a much larger problem than the contract. Our customers do not give a sh1t about customer service. They are paying $60 for a ticket. They know it's bare bones. They don't care if their pilots are happy. They want to go to Florida for much less than it would cost to drive. As long as they get that, they are satisfied.
Honestly, the more this drags on the quicker I want to leave.
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