Download - High Performance Work Place
Slide 1
High Performance Work Place
Early History
Changing Times
Today
Integrity & HonestyTruthStewardship & InitiativeWhole PersonServant LeadershipChangeCore ValuesHPWPSuccessful organizations that want to move to the next step are changing their approach toward people.
WHY?
HPWPProfits vs. People 80% of what any organization does can be done equally well by any other organization; competitive success depends entirely upon the other 20%---which is people.
HPWPWhy are Organizations Changing
People are the Key Asset
The Workforce is Changing
Traditional Methods are Less Effective
HPWPTraditional Assumptions
People by NatureLack integrityAre fundamentally lazy and desire to work as little as possibleAvoid responsibilityAre not interested in achievementAre incapable of directing their own behavior
Are indifferent to organization needsPrefer to be directed by othersAvoid making decisions whenever possibleAre not very bright
HPWPAdversarial Relationships
Us vs. Them
HPWPSymptoms of DisharmonyAbsenteeismTardinessTurnoverLow ProductivityFrequent AccidentsDiscrimination ChargesLow MoraleTheft VandalismSpoilage/DamageLow QualityUnionization
Symptoms of HarmonyWorkers Comp MOD 45% Decrease20081.852012 .98Turnover66% DecreaseProductivityReceiving103% IncreaseShipping 30% IncreaseInventory Control Losses 94% Decrease
HPWPA Different Approach
Contrast This
With What it Could Be
HPWPA Different ApproachA Philosophy based in the belief thatApproximately 95% of All Employees at All Levels are Responsible Workers and Good PeopleMost of our Management Policies and Practices were Focused on Protecting PDC from the 5% Marginal Employee GroupWhen these Policies and Practices were Applied and Enforced Equally to All, They had a Negative Impact on the 95%.
HPWPLets define the 5%er
Someone whose motives are not goodTheir goal is to work as little as possible and to get away with as much as possibleThey are not a team player and are not trustworthyHow many 5%ers work for you?
HPWPHigh Performance Work PlaceIts a Work Place that fosters maximum performance and is supported by the following 8 key elements:Positive Assumptions about PeopleIdentification & Elimination of NegativesMutual Trust & RespectOpen, Two-Way, Adult-to-Adult CommunicationTraining and DevelopmentEmployee Involvement & EmpowermentCompetitive Wages and BenefitsHigh Expectations
Positive Assumptions About People HPWPPeople by Nature
Have IntegrityWork Hard toward Objectives to which they are CommittedAssume Responsibility with those CommitmentsDesire to AchieveAre Capable of Directing their own behaviorWant the Organization to SucceedAre Not Passive or SubmissiveWill Make Decisions Within their CommitmentsAre Bright
Positive Assumptions About People HPWPOne Standard of Conduct
Every associate is expected to act in the best interest of Pate Dawson Company and his/her fellow associates.
Identification & Elimination of Negatives HPWPA Negative is defined as:
Anything that minimizes vs. maximizes a persons feeling of VALUE to the organization.
Identification & Elimination of Negatives HPWPNegatives take Four Forms:
Management Behavior based on Negative AssumptionsPolicies/Practices created for the 5%ersCreation of a Two-Class Citizenship CultureDisproportionate attention to equipment and facilities vs. PEOPLE
Mutual Trust & Respect HPWPAPPLICATIONS
Elimination of Traditional Management PracticesProbationary PeriodBehavior-based work policies and rulesSecurity checks on all bags in/outLocked cabinets, doors and segregated building accessProgressive DisciplineDesignated number of annual sick leave/daysEtc.
Open, Two-Way, Adult-to-Adult CommunicationThe way you talk to a neighbor you likeOpen:We are not trying to hide anything No SecretsAdult-to-Adult:We are all adultsTwo-way:You get better understanding, more involvement, and a better outcome
Training HPWPThe time and dollars invested in personal and professional development reflects an organizations VALUE for its people
Employee Involvement & Empowerment
People should be involved in every decision that affects them
Employee Involvement & EmpowermentOpportunities for Employee InvolvementSetting Performance Goals and ObjectivesProductivity, Quality, Safety, Scheduling Problems and SolutionsDevelopment of Team Work Policies, Practices & StandardsNew Team Member Selection/Hiring TeamsTermination of 5%ers
Competitive Wages & BenefitsObjective is to make it a non-issue
Surveys conducted/researched annually
All market data and range data open to all employees
High Expectations HPWPThe first 7 elements guarantee:Employee loyalty and retentionExcellent community reputationAbility to attract the best people
High Expectations guarantees:High Performance
Bottom Line Philosophy HPWPPEOPLEBuildingPROFITS with
HPWPWe Couldnt Change Our People
HPWPWe DID ChangeThe Environment in which OurPeople Function
HPWPThen Helped Them Change Themselves