5y
Thank you for taking the time to write a very detailed account of your concerns. Having these details will certainly help me to address the issues, but at the same time you have left a lot of pertinent information out. Please note that there really is a “Hell, Michigan,” and yes I have actually been there – so, for context, a) our lab is not located in Hell, Michigan, b) I am unsure if you are actually referring to our Michigan laboratory or c) if you are really a current employee in our Michigan lab or another of our labs or departments(?) This information will be necessary for me to properly address all that you have shared – though in the meantime I have shared your post and my response with the VP of Microbiology Operations and the Regional Director. The best course is for you to give me a call to get me some needed detail so that I can properly look into the issues. If you are not comfortable calling me, send me an email, follow the open door policy and/or our contact our confidential email/hotline – which is only responded to by me or the CEO. As you go forward at FSNS or your career in general, social media is not the right avenue to fix concerns. Let me first start with the title of your post: “People don’t quit jobs, they quit Managers” – I completely agree with this statement – with this said, I really need to know who the manager is. I agree also with your comment about us being a company with “cool people”, great job experiences, a company who cares about its people (yes, we have done a lot to keep our people safe during COVID-19 and will continue to do so), a corporate support staff who are dedicated to serve our internal (and external) customers, etc. My goal here is to help you and others. This is not a toxic environment. COVID-19 has definitely affected how we do business – it has also affected our clients/customers businesses and most worldwide businesses. Yes, there was a point where we needed to put a hold all hiring, furlough or lay off some employees, take pay cuts, reduce hours/change schedules, carefully monitor overtime, and just all around be more efficient. Could all of this have tightened our staffing? Sure. However, in the past month or so we have ramped up our hiring again – necessary because most of our customers businesses are back at or near pre-COVID levels. Yes, we are hiring lots of people. I don’t believe you are “yankin my chain.” In fact, I wish the communication on what has happened to our business during COVID-19 and why we needed to make some changes quickly were more transparent to you. I am guessing based on what you have said, this has not been the case. Our business has been deeply affected by COVID-19 – the situation continues to be fluid and I believe there is a “new normal” every business is trying to find. NO ONE is allowed to adjust time and hopefully not need to work through their break, etc. However, do we need to be more efficient with our scheduling and control overtime? – of course – most of the businesses I am aware of are having to look at all expenses, to include staffing, travel, supplies, etc. FSNS offers so many growth and career opportunities – we announce promotions almost every day and also list them in our quarterly newsletters. Add in the ability to relocate and the sky is the limit to build a career here. We have not cut our monthly employee engagement budget, though like everything else we have asked that everyone be efficient. We actually added a Best Idea Contest during COVID-19. We have assembled and sent out suggested events on a yearly calendar multiple times. We have a Stay Interview program up and running and are working on an employee survey with the VP of Microbiological Operations that is being considered. I do hope you reach to me directly out so that we can address your concerns. Thank you! Bob Cox, SVP, HR.
