people

Report
High Performance Work Place
Early History
Changing Times
Today
Core Values
Integrity & Honesty
Truth
Stewardship &
Initiative
Whole Person
Servant Leadership
Change
HPWP
Successful organizations that want to
move to the “next step” are
changing their approach toward
people.
WHY?
HPWP
Profits 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.”
HPWP
Why are Organizations Changing…
People are the Key Asset
The Workforce is Changing
Traditional Methods are Less Effective
HPWP
Traditional Assumptions
People by Nature…
 Lack integrity
 Are fundamentally lazy and
desire to work as little as
possible
 Avoid responsibility
 Are not interested in
achievement
 Are incapable of directing
their own behavior
 Are indifferent to
organization needs
 Prefer to be directed by
others
 Avoid making decisions
whenever possible
 Are not very bright
HPWP
Adversarial Relationships
Us vs. Them
HPWP
Symptoms of Disharmony
 Absenteeism
 Tardiness
 Turnover
 Low Productivity
 Frequent Accidents
 Discrimination Charges
 Low Morale
 Theft Vandalism
 Spoilage/Damage
 Low Quality
 Unionization
Symptoms of Harmony
Workers’ Comp MOD
2008
1.85
2012
.98
Turnover
Productivity
Receiving
Shipping
Inventory Control Losses
45% Decrease
66% Decrease
103% Increase
30% Increase
94% Decrease
HPWP
A Different Approach
Contrast This…
With What it Could Be
HPWP
A Different Approach
A Philosophy based in the belief that…
 Approximately 95% of All Employees at All Levels are Responsible
Workers and Good People
 Most of our Management Policies and Practices were Focused on
Protecting PDC from the 5% Marginal Employee Group
 When these Policies and Practices were Applied and Enforced
Equally to All, They had a Negative Impact on the 95%.
HPWP
Let’s define the 5%er—
 Someone whose motives are not good
 Their goal is to work as little as possible and to get away with
as much as possible
 They are not a team player and are not trustworthy
 How many 5%ers work for you?
HPWP
High Performance Work Place
It’s a Work Place that fosters maximum performance and is supported
by the following 8 key elements:
1.
2.
3.
4.
5.
6.
7.
8.
Positive Assumptions about People
Identification & Elimination of Negatives
Mutual Trust & Respect
Open, Two-Way, Adult-to-Adult Communication
Training and Development
Employee Involvement & Empowerment
Competitive Wages and Benefits
High Expectations
Positive Assumptions About People
HPWP
People by Nature…
 Have Integrity
 Want the Organization to Succeed
 Work Hard toward Objectives to
 Are Not Passive or Submissive
which they are Committed
 Will Make DecisionsWithin their
 Assume Responsibility with those
Commitments
Commitments
 Are Bright
 Desire to Achieve
 Are Capable of Directing their
own behavior
Positive Assumptions About People
HPWP
One 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
A “Negative” is defined as:
Anything that
minimizes vs. maximizes
a person’s feeling of VALUE
to the organization.
HPWP
Identification & Elimination of Negatives HPWP
Negatives take Four Forms:
 Management Behavior based on Negative Assumptions
 Policies/Practices created for the 5%ers
 Creation of a Two-Class Citizenship Culture
 Disproportionate attention to equipment and
facilities vs. PEOPLE
Mutual Trust & Respect
HPWP
APPLICATIONS
Elimination of Traditional Management Practices
 Probationary Period
 Behavior-based work policies and rules
 Security checks on all bags in/out
 Locked cabinets, doors and segregated building access
 Progressive Discipline
 Designated number of annual sick leave/days
 Etc.
Open, Two-Way, Adult-to-Adult Communication
“The way you talk to a neighbor you like”
 Open:
 We are not trying to hide anything – No Secrets
 Adult-to-Adult:
 We are all adults
 Two-way:
 You get better understanding, more involvement, and a better
outcome
Training
HPWP
“The time and dollars invested
in personal and professional
development reflects an organization’s
VALUE for its people”
Employee Involvement & Empowerment
“People should be involved in every
decision that affects them”
Employee Involvement & Empowerment
Opportunities for Employee Involvement
 Setting Performance Goals and Objectives
 Productivity, Quality, Safety, Scheduling Problems and
Solutions
 Development of Team Work Policies, Practices & Standards
 New Team Member Selection/Hiring Teams
 Termination of 5%ers
Competitive Wages & Benefits
 Objective is to make it a “non-issue”
 Surveys conducted/researched annually
 All market data and range data open to all employees
High Expectations
 The first 7 elements guarantee:



Employee loyalty and retention
Excellent community reputation
Ability to attract the best people
 High Expectations guarantees:
High Performance
HPWP
Bottom Line Philosophy
Building
PROFITS with
HPWP
HPWP
We Couldn’t Change Our People
HPWP
We DID Change
The Environment
in which Our
People Function
HPWP
Then Helped Them
Change Themselves

similar documents