Why H.R.’s Organizational Structure Matters

The work of H.R. is continuously changing.  As the Human Resources function evolves to become a stronger, more strategic partner to the business, new priorities continue to shape what we do and how we do it.  Metrics, Analytics, Workforce Planning, Succession Planning, Job Evaluation, Job Design, Recruiting, Employee Engagement, Performance Management, Compensation, Benefits, Rewards — these are…

WIIFM To Join Your Organization?

It has become a norm to structure organizations to be “flat”.  Flat organizations have concise organization charts and short chains of command.  What do today’s organizations tend to lack?  Assembler I, II, III,  Technician I, II, III, Paths for Assemblers to become Technicians and for Technicians to become Field Support Specialists. Career Paths that include both…

The Tried-And-True Model for Building Employee Engagement

I love people and business.  You probably realize this, based on the fact that I formed a consulting firm to help build manufacturing performance using a blended data-driven and people-focused approach.  So, freshly  inspired by an article called “You’ll never have a sink full of dirty dishes if you follow Toyota’s productivity secret”,  by Manoush Zomorodi on LinkedIn…

What is Disengagement Costing Your Company?

“If American companies do not find a way to engage more of their workers, they will struggle to create more jobs, making it difficult for the U.S. to achieve real, sustainable economic growth in the near future.” –Gallup Gallup’s “2013 State of the American Workplace” survey found that the continuing high level of employee disengagement is costing…

Manufacturing Leaders: Do Your People Really Understand The Business Strategy?

John Kotter’s July 19, 2013 article in Forbes, “When CEOs Talk Strategy, 70% Of The Company Doesn’t Get It” and Harvard Business Review’s June, 2013 article, “When CEOs Talk Strategy, Is Anyone Listening?” are two credible sources citing research and experience proving that, even in companies who take the time to communicate about the strategy, only a small percentage of employees actually take…

Just Say Yes: The Benefits of Letting Your People Drive Improvement

Google has become a powerful example in driving innovation by providing employees with time to work on whatever they want on a regular basis.  I read a great article about this on Inc.com, “Why You Should Let Your Employees Do Whatever They Want, by Michael Schein dated February 18, 2014. I admit, when I heard about this idea some years ago, I…