Blog posts tagged with MPI

Employee Engagement for Productivity — and Profits

June 21, 2016 by Liz Fox

Your organization can’t perform better than your least-engaged employee. Why? Equipment problems are ignored by unskilled workers who don’t have the training to fix them. Defective products are shipped by disaffected associates who have no incentive to catch errors. Dissatisfied customers become even angrier when powerless service representatives don’t have the authority to help them. Each of your employees has thousands of opportunities to identify and fix problems every year, whether on the plant floor or in the office. Yet manufacturers report that only half of their workforces are fully engaged in their improvement methodologies, such as lean or six sigma. Just as surprising: Poor levels of engagement are common across manufacturing, at companies both big and small. This offers a rare advantage to smaller companies — with fewer employees to train, empower, and engage in their methodologies — for rapid improvement and competitive advantage. That’s the good news. The bad news is this: Far too many leaders — at companies of all sizes —jealously guard the authority to make changes and become production heroes. In fact, a full 25 percent of manufacturers describe the breadth and depth of adoption of their improvement methodologies as “none” or “minimal.” The worst

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Don't Just Talk About a Skills Gap - Do Something!

June 01, 2016 by Liz Fox

Countless news reports point to the skills gaps among U.S. manufacturers, particularly among small- and mid-sized companies. Executives quoted in these articles typically cite a familiar litany of complaints about potential employees: poor math skills, inability to pass drug tests, lack of work ethic, don’t like manufacturing, blah, blah, blah. But the topic that should really concern these leaders is how terrible most companies are at leveraging the latent talent they already have — and augmenting it selectively with new employees. The sad truth is that most manufacturers, for all their worry about talent, don’t have the simple strategies, plans, and best practices in place to address those concerns. The numbers are clear: Almost half of U.S. employers report that talent shortages have a medium to high impact on their business. Yet a full 20% of these companies have no strategy to overcome talent shortages. The MPI Group found that 11% of manufacturers have no human-capital management strategy, while another 27% have only a generic strategy with little or no functional involvement (i.e., operations and production staff are disconnected from HR practices). How can a manager break his reliance on the “skills gaps” excuse? By deploying the 3Es (Educate, Engage,

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