Being a Fortune 500 company, Union Pacific, as such a large corporation, there is no way the company I work for could not listen to the groundswell. Union Pacific works both internally and externally to communicate with through social technologies rather than relying on traditional avenues. Just as the Union Pacific "brand" promotes, "Building America", as its shield and tagline which have been crafted to communicate an immediate and lasting impression for the company. It is the foundation of the Union Pacific brand. It promotes the image and promise of Union Pacific as unmatched service, quality, and reliability that customers expect.
Union Pacific was able to develop this by listening to what customers want. Union Pacific regularly reaches out to small railroad communities to ensure not only marketing measures are met for customers but that they also support their communities. As a class I railroad, Lance Fritz, Chairman and CEO, emphasizes what's vital to most customers as well: consistent operation performance more tailored to service.
I believe Union Pacific listens to the groundswell internally, by spearheading cultural change that is designed to help the United States' largest railroad hire and retain top talent, as well as keep current and future Union Pacific leaders engaged with employees and customers alike. Since I've been employed, Union Pacific went from a railroad that was very operating focused and insular to focusing internally and externally by focusing on the client.
Ultimately, the leaders of Union Pacific listened to the groundswell by recognizing that the culture of UP had to change. The railroad has been around for ages and was a older, labor intensive industry which operated as a top-down management style. Leaders in the company now, are trained and focused on doing what they say and saying what they mean. Being partial to a management position, leaders in my company listen and engage with employees. Teamwork is encouraged and a mutual respect is mandated. Employees, like myself, understand that they're directly responsible for job security and company growth because what they do impacts customers.
Union Pacific promotes regular employee town hall sessions in conjunction with quarterly earnings. They've created a use of social technology within the company that employees have the opportunity to express their views however they want online. A marketing push promoted "The How Matters," which is a statement of policy on ethics and business conduct.
I think it's important that the president and CEO of the company continues to drive the groundswell and sees the big picture without losing sight of the details and without losing sight of the people he works with, employees and customers.
Ultimately, the leaders of Union Pacific listened to the groundswell by recognizing that the culture of UP had to change. The railroad has been around for ages and was a older, labor intensive industry which operated as a top-down management style. Leaders in the company now, are trained and focused on doing what they say and saying what they mean. Being partial to a management position, leaders in my company listen and engage with employees. Teamwork is encouraged and a mutual respect is mandated. Employees, like myself, understand that they're directly responsible for job security and company growth because what they do impacts customers.
Union Pacific promotes regular employee town hall sessions in conjunction with quarterly earnings. They've created a use of social technology within the company that employees have the opportunity to express their views however they want online. A marketing push promoted "The How Matters," which is a statement of policy on ethics and business conduct.
I think it's important that the president and CEO of the company continues to drive the groundswell and sees the big picture without losing sight of the details and without losing sight of the people he works with, employees and customers.
