Loomis Sweden Operations
Chief Executive Officer
ATTN: Lars Blecko
2500 CityWest Blvd, Ste 900
Houston, Texas 77042
The branch manager, office manager, and operations manager should be investigated and the fired as soon as possible. These three seem to have quite a family affair going on here. The operations manager who is unqualified for the position was promoted to the position because he was renting a house owned by the office manager and needed more money to pay the rent. They may be trying to play by the rules, now the heat in on, but if you look back you may find that the books are being cooked so he is gets the bonus in violation of policy. Check the past years where he was given bonuses and look at vehicle maintenance, weapons qualification, building security, route security, risk assessments, and employee hour reductions, morale building, and team development. How can your leadership team be so nave?
There appears to be a hint of narcissism leading to sociopathic unbalance with a high level of complacency to security at Grand Rapids, Michigan. The branch manager made a comment to a number of ASTs that team members were making too much money, and through attrition every full-time employee would be replace by a part-time employee. This statement was an absolute insult, and leads to concerns that bridle a deprecatory environment and disrespect to the entire workforce, particularly for those at risk trying to make a decent living, raising a family, and paying their bills. The branch managers attitude and comment is of great concern to all employees.
There's definitely discriminatory behavior that goes on all the time within the branch when it comes to employee treatment and scheduling. However, management seems determined to restrict the hours of favored employees in order to achieve higher profit goals. He also has no regard for the even distribution of hours for other employees, welfare of their families, or concern for their personal obligations. If all management wants to do is cut costs to receive a larger bonus check and starve the full-time employees out then he doesnt need to be a manager; he needs to be an accountant. However, he may not be qualified for either position.
Toxic work environment
Can a house divided continue to stand? The ASTs hope your efforts in Michigan succeed—but not if it crushes the branchs economic stability. The common consensus of the majority is the current management and supervision may have become a major threat to the autonomy of Loomis, the success of Loomis, Grand Rapids, and to the careers and families of the ASTs who works here. What has been created is a toxic work environment. Even the supervisors have a joined concern for the direction of the branch. Most everyone, including supervisors, has lost respect for this management model. There is a continued regression in the relationship between the branch manager, supervisors, and workers. It is religiously presumed as long as the branch manager keeps the Loomis president buffaloed then everything will be just fine. He has a good gift of manipulation and deception that camouflages the true intent, which is to tear this company apart.
The problem is that toxic managers are always charming and plausible when corporate management is present, so catching them in the act of narcissism would be challenging. It is almost unbelievable that the true intention of toxic management is destruction rather than expansion. There seems to be a mentality if he couldnt have it then nobody will. But, the company has to be covertly and systematically disassembled, and that is just whats happening.
The ASTs of Loomis
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