E l I l t & R iti S tEmployee Involvement & Recognition System

a.k.a. Suggestion systemBen Garrison / Mark Fehlmann

Overview / Agenda

• Economic Background• Formation of Improvement Team• Idea System (Ben Garrison)

– Traditional system downfallsId C hi– Idea Coaching

– Yokoten– Employee RecognitionEmployee Recognition– Participation / Ownership

• Results

Things are getting tough(er) out there!!!

What should we do?????

Answer(for many is): Tighten your belt, freeze hiring CUT spending CUT people!!!!

More than 2,500 Middle Tennessee layoffs have been reported to the

HP to cut 9,000 $ i i

hiring, CUT spending, CUT people!!!!

layoffs have been reported to the state in the past week.

jobs, take $1 billion charge

Cut back at what costs???

• Reduced morale

• Reduced participation

• Burden on the communityBurden on the community

•LOSS OF TALENTLOSS OF TALENT

SHINGO Transformational Model for Excellence

Create a team to work exclusively on Lean initiatives with an emphasis on waste reduction.

•Cover absences as needed•Attack quality issuesAttack quality issues

•Sustained flow•Justify existence

M i•Measure improvements

What We Have Done –Employee Involvement and Recognition System

Why we have a system…• 8th Waste is Underutilized Creativity

f• People feel disrespected when not given the opportunity to solve their own real problems

• People doing the work know best how to solve• People doing the work know best how to solve their problems

• We realize there is a vast pool of intellectualWe realize there is a vast pool of intellectual resources that is yet to be tapped

• EIRS is the tool we use for communication of ideas for improvement

What We Have Done –Employee Involvement and Recognition SystemWhat it is for us…• Instant feedback - idea coaching• Open idea sharing• No idea is too small or too large• No idea is rejected, never say “No!”• Yokoten – Sideways Sharingy g• “Everybody improving, everyday!” –Mike Joyce• Short turn around timesShort turn around times

Idea System PerformanceCompleted only

Cumulative Received Goal Cumulative Completed

540560580600620640660680700

2010 Cumulative Completed Goal = 516350 in 2010 in addition to the 166 from 2009

360380400420440460480500520540

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ns 80% Employee Participation

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2009 Cumulative Received Goal = 200

020406080

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What We Have Done –Employee Involvement and Recognition System

We Needed A Change.

The Old System:The Old System:• Ideas were created but not championed by originator

• No time allowed for originator to champion their own ideas

• Ideas were created but seemed “lost” in an abyss

• Ideas were often rejected by people untrained in the concept of coaching

• Supervisor had a minimal roll, if anySupe so ad a a o , a y

• General thought was “That’s your job, Wastebuster.” 

• Wastebusters were almost the only people to see, and act, upon suggestions

What We Have Done –Employee Involvement and Recognition SystemThe New System:• Trained Supervisors in Lean Thinking and Coaching • Created binders for all Supervisors to organize suggestionsCreated binders for all Supervisors to organize suggestions• Created a Coaching Quick Reference• Put the power in the Supervisors’ hands

All S i t ll W t b t t fill i f E l• Allow Supervisors to pull Wastebusters to fill in for Employees implementing their own suggestions

• Allows people to Champion their ideas to completion• Then a plaque is made to acknowledge their contributions and

dedication

What We Have Done –Employee Involvement and Recognition System

What We Have Done –Employee Involvement and Recognition SystemNext Steps:• Continue to tap off those that are engaged and

tgrow system• Inspire remaining 20% of our employees to

ti i tparticipate• Improve everyone's coaching skills and ask why

more oftenmore often• Continue with Quick Kaizen Plaque Wall of Fame

Effect on Our Culture and Perceptions from Others• Positive support from most employees shows increasing

buy in and a shift in thinking• People are feeling more that what they have to say will be• People are feeling more that what they have to say will be

listened to and acted upon• Employees feeling challenged to make their jobs p y g g j

better, safer, and easier• General view that this is a positive investment in Madico’s

futurefuture

Questions?