Delta Culture

This is a memo by Joe Piller, who is on the Delta Board Council. It was in response to some concerns by DL people. I think it says rather well what MOST DL people feel. Posted with permission of Joe Piller.

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Colleagues,



As organizational charts for the new Delta are being published Delta people are asking the Board Council questions concerning Northwest co-workers and how they will fit within the Delta culture. Some have told us, “It seems like we have more Northwest leaders than pre-merger Delta leaders in the new company. Will they carry-on the Delta culture that is legacy and heritage valued by generations of Delta people and customers?”



There is no question the Delta that we know today will most definitely change with the blending of talent from both companies as we combine the strengths of two great airlines into one. I think we can’t forget that the success of Delta is a history of mergers and acquisitions which have changed the business and the culture for the better over time. I know Delta will continue to grow on the foundation we have built over the last 79 years and will now include the best from Northwest. I also believe the new Delta will carry-on the fundamental principles that have made Delta a great airline. As Delta’s founder C.E. Woolman used to say, "This business is nuts and bolts, but it's primarily people. All airlines are alike – only people make them different”. In keeping with Mr. Woolman’s vision, the investment and focus on Delta people is a fundamental principle that will not change.



As I’ve said, Delta people are concerned by the arrival of so many new leaders and co-workers from Northwest. What we have to remember is that no one is really "born" at Delta...well, except for perhaps a few second and third generation Delta people. Most of us come to Delta from somewhere else; PanAm, Western, the military or a company outside of the industry. I think it's more important to see what kind of people these new leaders and co-workers are from Northwest what they believe in and do they have the Delta DNA that makes our culture unique. I think we also have to keep in mind recent successful leaders and colleagues who came to us from other companies. Jerry Grinstein is the perfect example of a leader who was not "born" at Delta. Look at Richard Anderson; he has made a commitment to manage by the values of the Delta culture by putting the guiding principles of the foundation of this great company in writing with “Rules of the Road”.



For Delta people who fear Delta's culture will be unrecognizable in a couple of years because of the merger I think we’ll see that some aspects of Delta's culture will certainly change like it did with previous mergers in our history. But that change will be shaped by Delta people. The new leaders and co-workers coming to Delta, or any company, do not own the culture nor do they have absolute control over what it will be. The culture of a company can certainly be guided by its leaders, but it is owned by its employees and customers. It is the responsibility of every Delta employee to keep the best parts of our culture and heritage and pass it along to the new members of the Delta family regardless of how they come to Delta.



But let’s be fair, the Delta culture is not for everyone. We have seen new leaders and co-workers come and go because they did not fit the model of what makes this company a great place to work. It is our duty to hold each other accountable for what Delta stands for. I’m sure there will be those coming to the new Delta that once they are here find this is not the culture for them.



I think our company founder Mr. Woolman in talking about change and the values of our culture as Delta grows summed it up best when he said, “Now, Delta is growing and growing fast. Yet we will never have any monopoly. We will always compete with planes of similar speed and comfort and identical fares. If we continue to grow it will be because we can expand without losing the “difference” that made Delta’s reputation…” Together with our new Northwest co-workers we will change the business for the better while preserving the best of the Delta.



Colleagues, for the past 79 years we have seen it is the people of Delta that make this a great company; no matter where you come from.



Regards,



Joe

My concern is that many of us 'Red Tailers' are feeling like the red headed (tailed?) stepchildren - I hope the Delta folks don't think of us as ogres coming out from under the bridge that will drag down the good name of Delta.

We're also proud of our airline and our family - we strive to give great service, and our fellow employees are like family too - Really, we're not that different!

Well, don't forget that this particular e-mail was directed at the DL employees and their concerns and not at the NW employees to tell them to behave. I think, even tho it was not directed at you, it somehow might let you know how the DL people feel about their culture and let you know a little about it. The behavior of some DL people towards the NW people has bothered me for some time, now and I hope the DL employees take this e-mail to heart.

And also to be fair - almost every Delta employee I've talked to has been really nice and helpful when I have an issue that I can't resolve on my end - I actually prefer 'in house' calls as between us we can get things done faster for the customer while letting our verbal hair down.

We're having a meeting with some Delta reps (I hope they are 'regular' folks and not just management, and slowly are working to get to know our fellow staffers. Kinda nice really. http://www.nonrev.net/forums/style_e...IR#>/smile.gif

I think the Delta Culture is great from those that I've met and worked on conference calls with. However, the NW Culutre is also a very fine one. I've yet to see any great difference between the two. Both employees are proud of their airline, but if the DL folks think they have something that NW doesn't I'm still waiting to see/feel it.