Motivation
Rohr's 3 C's to motivation are Clarity, Consciousness, and what?
Commitment
If an employee was to come up to you and say that there was an accident, what should you first reaction be?
Is everyone ok? Are you OK?
Why is it a bad habit to ONLY listen to respond when there is an issue? W
When we only listen to respond we miss out on the opportunity to learn about what really happened and/or miss an opportunity to hear what is not said or shared in the FIRST explanation.
What can we learn from following KPIs over a period of time?
If we are trending positively or negatively at a skill set or achieving goals.
What are the 4 parts to the Scorecard?
Safety
Quality
Production
Teamwork
Part of setting expectations and expecting those expectations to be filled -- is being certain the training people receive makes them capable of meeting and filling those expectations.
What can you do to help employees develop the skills needed to be successful?
Provide feedback and coaching to improve their skill sets.
Set clear expectations.
Help train people to be strong and deliver in their area.
Based on our discussion this month, when someone comes to us with an issue, instead of JUST listening to respond, we should be listening to do this?
Learn or Understand
Maslow's summary said that an employee must feel what before feeling motivated.
Safe
What is one major advantage of Engaged Employees?
They tend to stay, increasing retention, growth, and success!
What are 3 ways we can show an employee that we are listening to them?
1) Engage by asking questions
2) give them our full attention
3) give them time to communicate before we jump in.
Give an example of a KPI that is used in your area?
Any goal in your area that is measurable.
As ESOP owners, the Scorecard grades allow us to try and have a positive impact on areas other than your primary area.
How could you have a direct impact in raising the score in areas like attendance?
1) make sure you have perfect attendance.
2) Make sure everyone knows that their attendance effects the whole team on the Scorecards.
3) Make sure you are taking care of yourself and others to be safe and be part of the team!
In addition to having the skills to meet expectations, people must have the opportunity to be successful. What can you do to make sure that the crew is set up for success?
Make sure they have lumber flow and/or resources.
Make sure the machine is set to run properly and people are trained up.
Make sure the lumber flow prevents downtime. etc..
What is something you could do or say to an employee who put forth extra effort to make sure the next shift was set up for success?
A Positive Verbal, A thank you. Any acknowledgment.
What are the beneficial effects of feeling that they matter on employees in the company?
They want to contribute at the highest level and be a part of the solutions.
Motivated, engaged, committed, willing to put in extra effort.
What are 2 of the 3 habits that we should engage in when something goes wrong to avoid developing a culture of Blame? (this was in the video in the late summer)
1) Don't Blame
2) Look in the mirror to what we could of done to prevent issue.
3) Look to engineer a solution to move past the issue.
When we are listening to other employees, besides the words that they use, what other two key functions to communication could we be reading to get the whole story?
Communication:
Words that we use.
Tone in which we say them.
Body Language.
What does KPI stand for?
Key Performance Indicator
What are two ways that you can verify that the other employees on your team know about and understand the Scorecard?
1) Ask
2)Tell
3)repeat
What are some characteristics that should be taken into consideration when setting up a team for success and staying motivated?
Are the individuals Driven, Durable, Dependable, Willing, Capable, Available, Deserving. Signed off, Supported, Have the tools, The desire. and are Willing to take full ownership.
Does giving someone a compliment for their actions make you weak as a leader or does it make an employee feel that their extra efforts are worthwhile?
Makes an employee feel as if their extra efforts are worthwhile and may want to repeat it again tomorrow.
Ryan and Deci said there are 3 psychological needs for Motivation to occur.
They must believe they can be effective in the role/ activities.
They must feel they have a choice or a willingness to demonstrate a behavior.
What is the 3rd phycological need?
Third: They must feel CONNECTED and that they BELONG or INCLUDED.
If a new employee was here 4-5 weeks, showed up every day on time, and was obviously putting in effort, looked like to be a good quality worker:
What is one thing you could do to help retain this employee?
You win the points if it was good.
One way to find clarity is to flat out verify that you had understood them correctly. Who wording might you use to verify that you understood the conversation correctly?
Repeating back what is said to you starting out with, "If I am hearing you correctly you are saying"....
When we use KPIs, because they are measurable, statistically we can gauge how we are performing at a task.
What you tell an employee that said that they have no impact on the manning levels, to make sure that they understood that they do have an impact on it?
We all have the opportunity to make our plants a great place to work. We all can contribute to retaining our teammates by making this a positive place to work. When we have the opportunity to bring in new employees, we all have the ability to help recruit and make refer employees that we feel can make a positive contribution to the team.
We stated that ownership can only occur when the expectations are clear, concrete and understandable? What can we do to make sure that everyone understands their expectations?
Ask, follow up, audit, checked pro-rated productivity, monitor the progress being made, be present and observe or help.
If an employee puts forth extra effort and goes above and beyond, what could happen if anyone fails to recognize their efforts or says it's their job to do it?
Their efforts may not be repeated next time if the employee does not feel it is justified.
As a Leader, what is something you started doing this year to motivate the team that you were not doing earlier in your Gutchess Career?
Give an example of how you have motivated others.
What things can you do to make other employees feel engaged in the company and be a part of the solution and committed overall?
Share an actual event that happened this year.
Story of how a person made you feel engaged and a part of the solution.
When we ask questions and listen to the responses it allows us to learn more about what actually happened. What are three questions we can ask to take a deeper dive and gain knowledge?
1) Tell me more?
2) What else?
3) Then what?
Give an example of how you could share a KPIs in a positive way with your teammates? You must state it as if you are in an actual coaching situation.
There are several opportunities to discuss KPI's with the crew. Tailgates, trainings, daily reminders, end of the day or week, sharing the numbers on the production report, sometimes throughout the day.
What are 3 things we all can do to make sure that we keep the Safety Grade high?
1) Do not take any chances that might endanger yourself or others.
2) Make sure you always wear your PPE and follow the training and SOPs.
3) If i see an issue address it and report it. If I am not trained to take care of it let someone know that is.
4)Always follow the rules to LOTO!
Give an example of clear, concrete, and understandable expectation from your area.
Stand-up and demonstrate how you would actually do this with a co-worker.
Remember the best Words, Tone, and Body Language.
clear, concrete, and understandable?
Give an example where you have provided coaching through asking more questions and getting to a deeper level of understanding of where there is a lack of clarity or understanding?
Individual answers