by Julie | Sep 29, 2016 | Efficiency, Management, Process Improvement
Addressing the Gaps in Your Systems
Your plant has highly detailed procedures on how to do each job. The operators are trained not to deviate from the procedures. But, what happens when a conscientious operator notices as problem with a part. In order to properly process it, the operator must deviate from the procedure. Without a system which instructs the operator how to handle this situation, scrap parts may be made.
So, what does the operator do? Deviate from the procedure or blindly follow the process?
W. Edwards Deming, considered the patriarch of process control was quoted as saying, “A bad system will beat a good person every time.” John Hunter, author of Management Matters summed this is up best by saying, “relying on heroic measures is a bad way to manage.”
If you want your people to be successful, you need to put the systems in place in order to allow them to do that. If you find your employees are making a lot of mistakes, perhaps the training system needs to be augmented in order to prevent mistakes from happening. If you find your employees aren’t consistently performing at the level that is required, maybe it is time to review the processes they use on a daily basis and address those areas that are causing issues.
I love super heroes, but, I wouldn’t want to have to depend on them every day to make my business successful!
by Julie | Sep 22, 2016 | Interim Management, Management
The Best Way to Improve Your Bottom Line
I recently met with a managing partner of a professional services firm. His philosophy on how to approach his clients was simply stated, “when the ball falls on the line, the client gets the point.” He believes the customer will remember how they were valued when there is a “tie” and that will impact their long-term relationship.
What a refreshing way to approach our customers. I believe more and more businesses are forgetting the importance of taking care of the customer. As competition increases, it becomes increasingly difficult to stand out from the crowd.
Providing exceptional service is a great way to separate your business from your competitors. Have you walked into a business and felt like you have known the employees forever? Conversely, have you walked into a business and sensed no one cared if you buy from them or not?
That “vibe” comes from the internal culture. If your employees feel valued, they will value their work. If your employees have the customer at the forefront of their daily tasks, they will make decisions that are in the best interest of the customer. But if your employees don’t feel valued, that will be reflected in their work.
A recent study completed by Gallup found that having an engaged workforce can impact profitability, productivity, turnover, employee safety, absenteeism and quality.
Want to guess what Gallup found to be the top influencer for employee engagement? The direct manager.
So, if you want to grow your business, increase profitability or improve your safety record, then now is the time to focus on improving the quality of your management team.
by Julie | Sep 1, 2016 | Employee Training, Management, Safety
It is back to school time. I remember when I was younger, I was thinking about what to wear for the first day of school, making sure I had the perfect outfit for the school yearbook. But, as I got older, my focus turned to the subjects that I was going to be studying. Some my questions were: How hard is the professor? How much homework will she give us? How many exams will we have to take? As I reflect back, I don’t remember thinking much beyond passing each course. In fact, in Linear Analysis, a 400-level math course, the professor actually said and I quote, “I know I have a lot of engineering students in this class and you are wondering what the practical application is for this subject and I will tell you – I have no idea.” And he was right – I have never used anything I learned in that class in the real world.
But, as we look at training our operators, it is important that the information that is being presented has a practical application that the operators can apply to their work and/or personal lives. This doesn’t just apply to the training around their daily tasks, but, it also applies to safety training, HR training and environmental training.
When presenting training to operators, try to tie in real world experiences to the material. In the past, when conducting ladder safety training – I talked about how I almost fell off a ladder while cleaning my gutters at my house. Or when discussing PPE, I talk about the importance of wearing safety glasses, even when working on projects at your home. When discussing environmental training, I include tips on how to dispose of hazardous household chemicals.
If the training material is something that the operator can personalize and understand why it is important, at work or in his personal life, the training will have a much greater impact.
And if you do that, I am sure your operators will be more engaged and receptive than I was in Linear Analysis.
For more practical tips for manufacturing professionals to attract, train and retain your hourly workforce, go to www.keyprocessinnovations.com.
by Julie | Aug 25, 2016 | Employee Training, Management
CAN ANYONE SAY CAFFEINE?
Last week, I had the pleasure of being an instructor for the Investment Casting Institute’s Process Control Seminar. We had students from all over North America come together at Western Michigan University to learn how to apply process control tools in the three major areas of the investment casting process: wax, shell and foundry.
The structure of the course was for investment casting, but, there are definitely some takeaways which can be applied to all employee training.
- Provide multiple methods of learning. As I have previously discussed, everyone learns differently, so make sure you include visual, auditory and kinesthetic learning. Whenever possible, instructors should incorporate activities so the students can apply what they were learning.
- Tie the training back to something that can impact their jobs. Adults want to know that the effort in learning something new is worth it.
- Ensure the instructors are prepared and comfortable with the material they are presenting. We all know what an impact a great instructor can have on learning.
- Provide the training materials in different formats. Some people want their training materials electronically, while others prefer to have hard copies.
- Make sure caffeine is available throughout the day. Very few people are accustomed to sitting and listening to lectures for an entire day. Providing some stimulants, including chocolate, can help keep students focused.
- Control the environment. This includes the temperature of the room, noise in the hallways and conversations amongst students during the lectures.
- Get feedback on what can be improved. The perspective of the course should be evaluated from all angles, not just from the instructor. After the course, make sure to conduct a de-brief with the instructors while their experience is still fresh in their minds.
For more practical tips for manufacturing professionals to attract, train and retain your hourly workforce, go to www.keyprocessinnovations.com.
by Julie | Aug 22, 2016 | Interim Management, Management
A Long Term Strategy for Employee Motivation
I remember one of my first supervisory training classes I attended as a young engineer fresh out of college. One of the questions from the instructor was what do you do when your team is performing at the level you desire? I don’t remember all the potential answers to this multiple choice question, but, I do remember that I got the answer wrong. The correct answer was spend time with your team and get to know them better. I argued with the instructor and my co-workers that there was no need to get to know your team better, all people wanted was for their performance to be recognized through financial compensation, i.e. a bonus. It took me many years to realize how wrong I was and how right the instructor (and my peers) were.
What I have learned since that class is that pay is not a long term strategy for motivating your employees. Yes, short term it will motivate your employees to work hard, but, if you want consistent, high-performing employees, they need to find fulfillment in their work. That means that they find the work challenging and rewarding, they enjoy the people they work with and for and they feel appreciated.
Yes, we do work to pay our bills (well, most of us) but work isn’t just about making money. It is about feeling a level of satisfaction from the activity that we spend a majority of our time doing. If we were just working to make money, imagine how difficult it would be to consistently stay focused on the details of the job. But, if our employees feel appreciated doing something that they enjoy, that creates a much more productive work environment.
So, how do we go about creating this ideal work environment? It really does start with getting to know our employees and what they would like to accomplish. Some operators may have a desire to learn a new skill or make a different contribution to the company. Just because an employee has been in a particular position for a long time doesn’t mean he wants to stay there forever. Also, look for opportunities for employees to lead committees or company initiatives. What can’t be overlooked is the importance of making your employees feel appreciated. Sometimes appreciation can be as easy as a simple thank you. Or maybe a gift card to a local restaurant. Or an ice cream sundae in the heat of the summer. It has been my experience that the more spontaneous, the more it means to the employee.
When you come to work, are you feeling appreciated? If not, your employees probably aren’t feeling it either. Maybe it is time for a demonstration of appreciation.
For more practical tips for manufacturing professionals to attract, train and retain your hourly workforce, go to www.keyprocessinnovations.com.
