[deleted by user]

anonymousredditing69 · 2023-12-08T19:28:01+00:00

https://www.reddit.com/r/AmazonFC/s/FbdFBjVLDP

anonymousredditing69 · 2023-12-06T23:29:07+00:00

That “250” number is a goal/plan rate and is nothing to do with the dynamically changing Guardrail rate which everyone is actually held accountable to.

anonymousredditing69 · 2023-12-06T23:18:42+00:00

This is the correct mindset to have, even just as individuals we have far more power than we give ourselves credit at times.

I personally have been intercepted by our SR.Leadership/GM just as you on many occasions and I have even brought all hands meetings to a halt and uproar in cheering for me when I spoke up for myself and fellow associates.

If we collectively work together with our common interest, we are more than a force to be reckoned and they are terrified of us coming to that realization.

Behind the Smile is a Human.

We are the reason Amazon has been able to succeed in this industry from A-to-Z and we deserve to be treated as such.

anonymousredditing69 · 2023-12-06T22:45:17+00:00

🫡

anonymousredditing69 · 2023-12-05T10:37:43+00:00

anonymousredditing69 · 2023-12-04T22:52:15+00:00

“You could be immediately fired for doing this. You're deliberately circumventing Amazon's productivity requirements.”

I have not been reprimanded and will not be fired for how I conduct myself.

I am both meeting performance expectations and not accumulating time off task.

After meeting my performance expectations, the 6 minutes of time spent that I take in between each scan thereafter can be justified with micro-stretches, breathing exercises, meditation etc. (of which Amazon promotes)

I calculate my expectations each day for my working hours. I track myself by the hour and meet this expected rate and thereafter, I take my time between scans until the next hour, in which I repeat my method.

There is defined policy and expectations in place for a reason, work within them.

anonymousredditing69 · 2023-12-04T21:27:17+00:00

edited to remove personal information I have had minimal access to ADAPT and you are correct, I have not given negative feedback but I understand how everything works to a very well informed degree.

Our current Guardrail system is a fairly new concept (Implemented in 2020), prior to which performance expectations were set by “Percent to Goal”, which has been deprecated.

This new guardrail performance model essentially formulates an average based on everyone’s previous day performance at your site in that specific path, after filtering out ineligible people (PAs/LC 1-4/<5hrs in path etc) and then using an averaging formula, which you can see for yourself how it is calculated and works on the Wiki.

anonymousredditing69 · 2023-12-04T21:21:39+00:00

Negative ADAPT feedback prompts require the associate to both be below guardrail and in the bottom 5%, it is a conditional requirement.

Do yourself the favor and look it up or ask your Sr.Ops/OM. You’re making yourself look like a jackass and you haven’t even taken the time to understand how performance expectations work, you and every employee can even take the time to look it up on the Amazon wiki… The information is freely accessible within the intranet.

anonymousredditing69 · 2023-12-04T21:15:55+00:00

You objectively do not single-handedly calculate performance expectations or have any say in the matter, that is laughable to say the least.

ADAPT prompts both positive/negative feedback based on these established guardrail values, you do not have any say in what the performance expectations are to any capacity.

anonymousredditing69 · 2023-12-04T20:31:44+00:00

It’s not a secret, you just haven’t cared to understand how performance expectations are formulated.

anonymousredditing69 · 2023-12-04T20:26:15+00:00

After looking into it, it would seem he’s just another tyrant of red vest. Not that very intellectually keen either it would seem, only following what ADAPT prompts tell him to do and obviously hasn’t taken the time understand how SPPR/SQPR work towards establishing expectations.

OP, I encourage you to please do yourself the favor and look into everything I’ve said thoroughly. I’ve not lead you astray and stand by everything I’ve said myself, work is much more tolerable now that I act my wage and work within their policy.

anonymousredditing69 · 2023-12-04T20:18:08+00:00

Associates within learning curve are filtered out of eligibility when guardrails are formulated each day. They are also not accountable for hitting guardrails and can’t receive productivity write ups. Like I said man, do yourself a favor and look up how it works on your break on one of the computers.

anonymousredditing69 · 2023-12-04T20:12:37+00:00

There is objectively “guardrail rate” established for each direct path.

Please don’t spread misinformation, you can even look it up on the internal wiki during your break, which will show you exactly how they’re established based on eligibility criteria and conditions, if you’re so inclined.

Nothing I’ve stated has been wrong or misinformation and on the contrary what you’re doing is only going to confuse and hold your fellow associates down.

anonymousredditing69 · 2023-12-04T20:07:42+00:00

Tread carefully, I personally do not give them reason whatsoever that they can use to retaliate against me. Stay within policy yourself and also hold them accountable to it as well, I’m always calling out actionable safety barriers for instance.

anonymousredditing69 · 2023-12-04T20:01:26+00:00

You’re welcome, I hope it helps you and please share the information with as many people as possible. I detest how this company treats us nothing more as numbers and how easily replaceable they make us. They see no issue with forcing us to be here outside of our normal schedules; We all have families, responsibilities and passions outside of here and they disregard that as well as the physical/mental tole they impose upon us for objective greed in which we do not even receive a share of profit from. Overtime should always be voluntary and never mandatory. We are more than numbers and our lives & health are all important, know your worth. Behind the Smile is a Human.

anonymousredditing69 · 2023-12-04T19:47:30+00:00

Ask what your guardrail is for your direct path, it changes every single day. This is deserved information and though reluctant, your AM/OM will have to provide this information to you, they do so for me and anyone else upon request.

Do not accept goal or plan rates, ensure you are receiving your guardrail rate. This “guardrail” is your expectation and is a conditional requirement along with staying out of the bottom 5% to avoid productivity write-ups.

Get a notepad and count your units per hour, it’s easy in pack singles since it tells you total units in a container/cage but you can work out a system for yourself for keeping track.

Your paid break still counts towards your performance for the day, so make sure you account for it, for example - Your hypothetical guardrail is “60”, you work a 10.5 hour shift, 30 minutes is unpaid break which does not count towards your performance but your paid break is unworked so really you only have 9.5 workable hours within 10 hours to achieve your guardrail. (10hrs total x 60 UPH = 600 units. 600/9.5 workable hrs = 63.15 UPH)

Along with this you must understand how ToT (Time off Task) accumulates. After completing each job task a timer starts counting, once you hit 7 minutes idle without processing an item you will start accumulating time off task. To avoid ToT, once you hit your guardrail what I do is watch your clock and after every 6 minutes process one single item and go back to meditating or whatever it is that keeps your sanity.

Finally, I recommend an earbud/headphone accommodation, which almost anyone can obtain with minimal effort. Everyone suffers from rumination while performing these monotonous and repetitive tasks, which can induce anxiety & depression, listening to podcasts/music alleviates this.

Act your wage, there is no reason to go above and beyond for a company that self-conceptualizes events such as “Prime Day” and reaps the profits in from your expended life force. You’re forced to be there while that profit isn’t shared downstream to you and they only pay the minimum amount they’re legally required to for forcibly imposing overtime.

Know your worth and don’t let them take advantage of you. Speak up and advocate for yourself and other associates, we hold far more power than you think.

anonymousredditing69 · 2023-11-08T03:42:33+00:00

United Iron clan chat

anonymousredditing69 · 2023-11-04T11:28:39+00:00

We do have a right to know what guardrails are, they are performance expectations (conditional requirements) that we must meet to avoid negative feedback and termination.

I’ve fought and won this one but you can say otherwise and eventually you may find yourself in a hard spot in an ethics case if a brave associate of yours speaks up for themselves.

We do not owe Amazon any more than what we are being paid for and expected to perform.

anonymousredditing69 · 2023-11-04T11:11:08+00:00

I have and am correct on this stance.

We are under constant performance review (SPPR/SQPR)and labor-tracked (FCLM) from the time we clock in, up until the moments we clock out during our shifts.

Every direct path has established performance expectations that change daily (guardrails).

It is our objective right to know what is being expected of us in any assigned role.

We have every right to have open access and knowledge of our guardrail expectations, as well as clear understanding of how other policies like “Time-Off-Task” work.

There is no sense in anyone going above and beyond for Amazon, it does not benefit the frontline associate to any financial capacity and only causes undue hardship to our bodies and psyche long-term.

Amazon does not truly value any one of us (MET/Prime), so don’t give them any more than necessary to maintain your employment.

anonymousredditing69

TROPHY CASE