Massive changes post-pandemic have dampened the overall employee experience. The decision to reduce staffing levels in favor of efficiency through 'Work Force Management' has had unintended consequences. Employees now contend with erratic lunch schedules and heightened micromanagement, eroding the once-valued autonomy. Increased workload due to fewer staff and transitioning regional offices into call centers has led to relentless pace with minimal breaks in between calls. The phone now rings all day, every day.
The most contentious issue among employees is the adjustment to board allotments for time off. This change has drastically reduced the number of available slots for days off, resulting in a significantly diminished chance of securing time away. Pre-Pandemic, the odds of getting a day off hovered around 55%-70%, but with the current system, employees face a daunting 12%-20% chance.
This sharp decline has created a ripple effect across the company, with many employees accruing 'dependability time' for using vacation or sick leave on days with restricted availability. Consequently, this has negatively impacted performance reviews and hindered career progression, leaving many deserving employees without promotions or annual raises. The frustration among employees is palpable, as evidenced by the rising turnover rate and the alarming number of departures in recent months, far surpassing previous years' turnover rates. It's clear that the current approach to board allotments is unsustainable and requires urgent reconsideration.
Despite efforts such as THRIVE meetings to address concerns, including rising burnout rates and turnover, higher management's apparent disconnect from the workforce's struggles is disheartening. While acknowledging the company's need for operational efficiency, there is a plea for a balanced approach that prioritizes employee well-being. The current trajectory is unsustainable, and meaningful change is imperative for Amica to remain a desirable workplace.
