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“ So , with the support from the Sr . Director of HR in Pittsburgh , we created 23 different groups , and had discussions with each one in a safe environment , where , importantly , there were no repercussions to what was said . I am a visual person , so we printed out all the feedback and stuck it on the walls in both buildings for all to see – it was about seven-feet long ! As we solved one issue , we added another , and we made someone an owner to report on the status . Over a period of around six months many of the frustrations and rumblings disappeared . People felt empowered to speak up and be heard with confidence that we ’ d find a solution .
Enhanced efficiency
“ To give them more purpose and to see a future with the company , we then got staff from multiple levels of the business to create the company vision and values . The values on our website are exactly as presented to us by the employees .
“ Finally , we looked at career progression and succession planning , as we want our staff to know they have a future with the company . We analyzed where there are gaps , what training is needed , and who could be developed to address that space . This creates a sustainable , stable business – staff feel that
We created 23 different groups , and had discussions with each one in a safe environment , where , importantly , there were no repercussions to what was said . they belong and know where they are going . When you start changing the culture and giving people purpose , it ’ s easier to recruit new , good staff . Some people who ’ ve left even came back !
“ Our people are our best asset and our success is due to their dedication , hard work and desire to drive improvements . This , along with a leadership team that does a phenomenal job fully focusing on our employees and customers , is what keeps us driving the momentum forward .
“ The staff did a phenomenal job overall ,” he states , proudly . “ We are handling challenges much faster , which is driving up on-time
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