Out of the Crisis.Org

[Louis Altazan]

One of the most common complaints is that employers feel their personnel do not produce as much as they should. The complaint normally goes, “This employee used to produce XX hours per week and now has fallen to X. Generally the employer is considering some type of incentive a change of pay method or firing as the remedy.

Extend the time-frame by a year into the future and the same complaints will again be manifest, possibly with another employee(s). Never does it seem to be considered, the employee was once productive, but over time this diminished. Rather than discharge or pay method change, perhaps the reason should be sought. What is it in the company that causes people to become less productive, over time?

In theory, people should become more productive over time. This is simple, they gain experience with the work and with the shop layout. There should be less time loss, less time looking for things and even fewer communications problems. Workers too should work better as a team, in time. This allows the strengths of each to compensate for others and should produce better results over time.

One reason for loss production, over time, is diminished effort, often brought on by a feeling of not being fairly treated. Employers often dismiss this cause, as to them employees are treated very fairly. Fair treatment is a relative term and the perception of fair treatment an entirely different matter.

Employee perception is a field few employers like to consider. This is unfortunate, as perception is reality. Considering the production issue above, from the employees perspective, what solutions do you think might help, and why? Beyond discharge or coercion [pay plan changes and incentives] how might a shop address this issue to effect a more permanent solution?

_________________
Louis Altazan
Owner/Manager AGCO Automotive Corporation
Baton Rouge, LA

[Dave]

People produce less when they become frustrated and feel that what they do does not matter. Frustration can come from many different places and for different reasons. The reasons need to be found out and corrected.

The work load, is it either to much or too little. Are people encouraged to take short cuts rather than produce a job they can be proud of. Does the shop have good lighting, are the tools adequate for the jobs required. Do the techs feel they have to supply tools that the shop should buy? Does the boss tell the workers “thank you” for working here.

I think the employees should see a copy of the profit or loss statement on a monthly basis. They need to know what it takes to financially operate the business. They can see where what they do has an effect on the books. It also shows them that the boss is not taking home all the money. People like to work for successful businesses.

The employees should also have a say in the budgeting process for the next year. Let them help figure out what to spend money on, what tools to buy. Let them be a part of the business.

People need to be told when jobs go right, not just when they go bad. They need to be told that a customer is happy with their vehicle. If all we hear is negative, pretty soon that is how we feel.

_________________
David Wittmayer
Owner / Manager
Hansen Enterprises Fleet Repair, LLC
Camp Verde, AZ
www.hefrshop.com

[tomdruz]

Hey, guys - first time poster - great forum, great info, great articles. That being said, I find that sometimes technicians and people in general fall into a rut because of the lack of a challenge. Giving a technician a new skill set to work on may be the key to rekindling that fire. Take a "C" tech and give him a transmission replacement, making sure, of course, to provide a mentor to watch over him/her. Some techs may feel overwhelmed with new challenges, but most of the ones I have come across would feel a sense of pride that you thought enough of them and their skills to allow that growth. (it is also good for the shop, training is always a plus)

Perception is reality, you are absolutely right. They need to feel that what they are doing is important, and that they are important. Showing them that you have confidence in them can go a long way.

A daily morning shop meeting is something that can also be helpful. We meet daily to discuss any shop concerns (e.g. broken or malfunctioning tools/machinery). Technicians offer suggestions on policy changes, shop needs, etc. We all just gab for a minute or two, with the meeting invariably ending with joke or a one liner. You wouldn't believe how much better a day can be when started with a laugh!

[Louis Altazan]

Hi Dave,

[Louis Altazan]

Hi Tom,

Welcome to the forum and thanks for posting.