Slide 1

High Performance Work Place

Early History

Changing Times

Today

Integrity & HonestyTruthStewardship & InitiativeWhole PersonServant LeadershipChangeCore ValuesHPWPSuccessful organizations that want to move to the next step are changing their approach toward people.

WHY?

HPWPProfits vs. People 80% of what any organization does can be done equally well by any other organization; competitive success depends entirely upon the other 20%---which is people.

HPWPWhy are Organizations Changing

People are the Key Asset

The Workforce is Changing

Traditional Methods are Less Effective

HPWPTraditional Assumptions

People by NatureLack integrityAre fundamentally lazy and desire to work as little as possibleAvoid responsibilityAre not interested in achievementAre incapable of directing their own behavior

Are indifferent to organization needsPrefer to be directed by othersAvoid making decisions whenever possibleAre not very bright

HPWPAdversarial Relationships

Us vs. Them

HPWPSymptoms of DisharmonyAbsenteeismTardinessTurnoverLow ProductivityFrequent AccidentsDiscrimination ChargesLow MoraleTheft VandalismSpoilage/DamageLow QualityUnionization

Symptoms of HarmonyWorkers Comp MOD 45% Decrease20081.852012 .98Turnover66% DecreaseProductivityReceiving103% IncreaseShipping 30% IncreaseInventory Control Losses 94% Decrease

HPWPA Different Approach

Contrast This

With What it Could Be

HPWPA Different ApproachA Philosophy based in the belief thatApproximately 95% of All Employees at All Levels are Responsible Workers and Good PeopleMost of our Management Policies and Practices were Focused on Protecting PDC from the 5% Marginal Employee GroupWhen these Policies and Practices were Applied and Enforced Equally to All, They had a Negative Impact on the 95%.

HPWPLets define the 5%er

Someone whose motives are not goodTheir goal is to work as little as possible and to get away with as much as possibleThey are not a team player and are not trustworthyHow many 5%ers work for you?

HPWPHigh Performance Work PlaceIts a Work Place that fosters maximum performance and is supported by the following 8 key elements:Positive Assumptions about PeopleIdentification & Elimination of NegativesMutual Trust & RespectOpen, Two-Way, Adult-to-Adult CommunicationTraining and DevelopmentEmployee Involvement & EmpowermentCompetitive Wages and BenefitsHigh Expectations

Positive Assumptions About People HPWPPeople by Nature

Have IntegrityWork Hard toward Objectives to which they are CommittedAssume Responsibility with those CommitmentsDesire to AchieveAre Capable of Directing their own behaviorWant the Organization to SucceedAre Not Passive or SubmissiveWill Make Decisions Within their CommitmentsAre Bright

Positive Assumptions About People HPWPOne Standard of Conduct

Every associate is expected to act in the best interest of Pate Dawson Company and his/her fellow associates.

Identification & Elimination of Negatives HPWPA Negative is defined as:

Anything that minimizes vs. maximizes a persons feeling of VALUE to the organization.

Identification & Elimination of Negatives HPWPNegatives take Four Forms:

Management Behavior based on Negative AssumptionsPolicies/Practices created for the 5%ersCreation of a Two-Class Citizenship CultureDisproportionate attention to equipment and facilities vs. PEOPLE

Mutual Trust & Respect HPWPAPPLICATIONS

Elimination of Traditional Management PracticesProbationary PeriodBehavior-based work policies and rulesSecurity checks on all bags in/outLocked cabinets, doors and segregated building accessProgressive DisciplineDesignated number of annual sick leave/daysEtc.

Open, Two-Way, Adult-to-Adult CommunicationThe way you talk to a neighbor you likeOpen:We are not trying to hide anything No SecretsAdult-to-Adult:We are all adultsTwo-way:You get better understanding, more involvement, and a better outcome

Training HPWPThe time and dollars invested in personal and professional development reflects an organizations VALUE for its people

Employee Involvement & Empowerment

People should be involved in every decision that affects them

Employee Involvement & EmpowermentOpportunities for Employee InvolvementSetting Performance Goals and ObjectivesProductivity, Quality, Safety, Scheduling Problems and SolutionsDevelopment of Team Work Policies, Practices & StandardsNew Team Member Selection/Hiring TeamsTermination of 5%ers

Competitive Wages & BenefitsObjective is to make it a non-issue

Surveys conducted/researched annually

All market data and range data open to all employees

High Expectations HPWPThe first 7 elements guarantee:Employee loyalty and retentionExcellent community reputationAbility to attract the best people

High Expectations guarantees:High Performance

Bottom Line Philosophy HPWPPEOPLEBuildingPROFITS with

HPWPWe Couldnt Change Our People

HPWPWe DID ChangeThe Environment in which OurPeople Function

HPWPThen Helped Them Change Themselves