Ford Production Sytem - SQDCME Safety, Quality, Delivery, Cost, Morale, Environment

E

energy

#21
How come I'm not surprised?

Mike S. said:
I disagree.

I used to measure the morale of the employees (~9) working under me via an anonymous survey. I listed several things that I thought were important and also gave them the chance to make open comments. I took pains to help them remain anonymous including asking them to take it home and complete it by typing and printing out the responses so I could not see the handwriting. And I took the results seriously and tried to address anything in my power. The employees loved it -- were delighted that someone cared enough to ask.

Where there is a will, there is a way. Will the measure be perfect? Nope, none are. But if we always waited for a perfect measure we'd never measure anything.
Your method is just your view of the Department's morale. When I had eight "reportees", I didn't need any written questions to know what their concerns were and how they were feeling about work. They would say, "This sucks." Or, "Hey, I like that." I was their "leader". Not their boss. I was doing the same job as them until somebody got the bright idea to make me a Supervisor. Kind of like the Cove. :vfunny: The reason your method can't be used plant-wide is simple. Other Supervisor's can't or won't see the same results as you. Your yardstick is different than theirs. You can't measure morale uniformly. Too many variables. So, I disagree with your disagree. Now, back to the Coffee Break Threads, as promised. ;)
 
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Mike S.

Happy to be Alive
Trusted Information Resource
#22
energy said:
Your method is just your view of the Department's morale. When I had eight "reportees", I didn't need any written questions to know what their concerns were and how they were feeling about work. They would say, "This sucks." Or, "Hey, I like that." I was their "leader". Not their boss. I was doing the same job as them until somebody got the bright idea to make me a Supervisor. Kind of like the Cove. :vfunny: The reason your method can't be used plant-wide is simple. Other Supervisor's can't or won't see the same results as you. Your yardstick is different than theirs. You can't measure morale uniformly. Too many variables. So, I disagree with your disagree. Now, back to the Coffee Break Threads, as promised. ;)
When I ask their views how come it is my view? :confused:

Yeah, I already had a darn good idea what they all felt as I spoke with them as a group and 1 on 1 often. But this was just another tool -- and a chance to be anonymous just in case there was something they were afraid to share face-to-face, and occasionally there was some minor stuff. But one of my ulterior motives was to try to get this attitude to catch-on with the Top Dog and other supervisors. Yeah, I know the odds weren't great, but I did what I could do.

Sometimes I get a little idealistic and do things like try to push change from my little position near the middle of the company, or by writing my Congresspersons, or writing letters to the editor of the local newspaper. Maybe I go no good at all 95% of the time, but if I can do some small amount of good 5% of the time think how much good might come out of a lifetime. Call me silly if you want. But don't tell me "my" method "can't be used plant wide" --there are some plants where it has been used plant-wide and worked very well. Maybe not lots of places, but a few. It just takes the right leadership. One can dream can't they?
 
A

Aaron Lupo

#23
The company I work for did this. They had the employees complete an anonymous survey. Not a bad idea, however they didn’t like the results they got so they scraped it :biglaugh: and promoted members of our “Leadership Team” then laid a few folks off. Now that is a way to get morale up!
 
L

little__cee

#24
Culture survey

There is a free culture survey available right here at

http://elsmar.com/pdf_files/

if anyone wants to take a look at it. I don't know who to give credit to but I did not create it.
 
Last edited by a moderator:

Mike S.

Happy to be Alive
Trusted Information Resource
#25
ISO GUY said:
The company I work for did this. They had the employees complete an anonymous survey. Not a bad idea, however they didn’t like the results they got so they scraped it :biglaugh: and promoted members of our “Leadership Team” then laid a few folks off. Now that is a way to get morale up!
A morale improver indeed! The "Top Dog" in this company is an idiot, then, IMO. :frust: He did much more damage than if he had never sent a survey. But the tool (survey) itself is still not bad. Any kind of tool can be misued resulting in more damage than in the beginning. (Those of us who have done any amount of home/auto repair know this firsthand.)
 
#26
ISO GUY said:
The company I work for did this. They had the employees complete an anonymous survey. Not a bad idea, however they didn’t like the results they got so they scraped it :biglaugh: and promoted members of our “Leadership Team” then laid a few folks off. Now that is a way to get morale up!
Ow! :eek: Good grief!

I don't usually express myself in this way, but that is stupid enough to make me question wether they were playing with full decks. :rolleyes: And exactly what idea did they have about the company morale when they issued the thing??? That they were considered heros and role models?

Anybody should be able to figure out that you can expect a good deal of flak if you send something like that out... Particularly the first time you do it. Then, if you play your cards right (Meaning: Do something about the things that annoy people) you will get a much better result next time. You will have shown the staff that you listen to them, and they have probably gotten a few things off their chests and will come forward with more constructive critique.

They started something that could have been good and turned into a big time disaster, proving to the entire company in no uncertain terms that they cannot be trusted... :bonk:

Mike expressed it well.

/Claes
 
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A

Aaron Lupo

#27
Claes Gefvenberg said:
Ow! :eek: Good grief!

I don't usually express myself in this way, but that is stupid enough to make me question wether they were playing with full decks. :rolleyes: And exactly what idea did they have about the company morale when they issued the thing??? That they were considered heros and role models?

Anybody should be able to figure out that you can expect a good deal of flak if you send something like that out... Particularly the first time you do it. Then, if you play your cards right (Meaning: Do something about the things that annoy people) you will get a much better result next time. You will have shown the staff that you listen to them, and they have probably gotten a few things off their chests and will come forward with more constructive critique.

They started something that could have been good and turned into a big time disaster, proving to the entire company in no uncertain terms that they cannot be trusted... :bonk:

Mike expressed it well.

/Claes
Funny thing is that they did re-do the survey about 6 months later and again didn't like the results they got so once again they scrapped it. You are right some of the "Leaders" are not playing with a full deck. They feel that if it was not for the "direction" they provide that things would be really bad. When you have "Leaders" of the company putting their name on the work others have done and taking credit for it what do they expect the morale to be. It would also help if these "Leaders" actually showed up to work half the time as well but hey what do the "little" people of the company know and that is the way they are treated "little people" that we can replace at anytime. If the job market was not so bad my guess is that 75% of the people would be gone and I include myself in that. What they don't like is the "little people" that know more than the "Leaders" so they put them down once the job Market opens up there is a good chance there will be a mass exedous. But hey everything happens for a reason right?
 
#28
ISO GUY said:
Funny thing is that they did re-do the survey about 6 months later and again didn't like the results they got so once again they scrapped it. You are right some of the "Leaders" are not playing with a full deck.

....once the job Market opens up there is a good chance there will be a mass exedous. But hey everything happens for a reason right?
You mean they did it twice?! :bonk:Now, I'm truly shocked :eek: . You are right my friend, everything does happen for a reason. The sad thing is that judging from your description those people wouldn't recognize reason if it bit them in their collective Gluteus Maximus...

/Claes
 

Randy

Super Moderator
#29
ISO GUY said:
Funny thing is that they did re-do the survey about 6 months later and again didn't like the results they got so once again they scrapped it. You are right some of the "Leaders" are not playing with a full deck. They feel that if it was not for the "direction" they provide that things would be really bad. When you have "Leaders" of the company putting their name on the work others have done and taking credit for it what do they expect the morale to be. It would also help if these "Leaders" actually showed up to work half the time as well but hey what do the "little" people of the company know and that is the way they are treated "little people" that we can replace at anytime. If the job market was not so bad my guess is that 75% of the people would be gone and I include myself in that. What they don't like is the "little people" that know more than the "Leaders" so they put them down once the job Market opens up there is a good chance there will be a mass exedous. But hey everything happens for a reason right?

Was it the ARMY? I've seen this stunt so many times I can't count 'em. Every one of the service contractors that I'm familiar with do the same thing too (all the leadership are retired officers).
 
W

WALLACE

#30
The SQDCME MEAURES FROM THE BOTTOM UP.

I may have started this thread prematurely focusing on the mamagement aspect relating to top management and how they measure (If at all) their own capabilities regarding SQDCME.

(1) What about the bottom up approach to the SQDCME measures?
(2) How would you use and infuse such a theory throughout your organisation?
(3) Do you beleive this system is sustainable?
(4) Are the SQDCME measures applicable to your business environment?
(5) If not, what SQDCME measure definitions would you review and change?
Wallace.
 
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