Volume 1 / Issue 5 / May 23, 2016
It is important that the people in the work teams track these metrics and review each day in their start-of-shift toolbox meeting. Site Leadership has a vital role in taking a genuine and active interest in these metrics. This is how we show our people what is important.
Some of the cell level metrics might be:
• Day-by-the-hour production
• Average set-up time
• Actual Vs Plan run times
• First time through quality
• Abnormality reporting
• Number of Kaizens this month
The work teams record their performance with a white-board marker to ensure that they know whether they won or lost the game today. This gives the site Leadership the opportunity to show appreciation for the effort made and offer help where required.
Reward, Recognition & Redirection
(aka – Leadership)
RR&R must be soon, certain and significant if behavioral change is to result. Material reward (e.g. movie tickets) should be mainly team based and monthly whereas recognition and redirection should be immediate. It is a basic human need to be appreciated and much of our human motivation in a work context comes from the fulfillment of this need. In an Adult-to-Adult relationship people will accept Redirection as the flip side to the same coin as Recognition. The development of this Adult-to-Adult relationship is vital in a world-class organization and many “ordinary” company relationships look more like “day-care for adults”.
Personnel Skills Development Plan
Training is delivered in a “just-in-time” basis to give the people the necessary skills to implement the plan. The set-up reduction training model above demonstrates how set-up reduction training relates to the Vision element of “Improved Customer Response with Less Finished Goods”.
Building an ant colony takes time, patience and planning but the results of aligned thinking and action are worth the effort.