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Every business and work process eventually requires that people make decisions to do
the right thing. For employees to act appropriately there must be employee motivation
that is a natural growth from employee development and employee empowerment.
Usually an active employee development training program is required to develop
employee empowerment. As human beings we are all created with a free will and the
capability to make decisions. When employees are not making the correct decisions,
no matter how good the process or system, problems will soon develop. Active
employee development and employee empowerment will help create the environment
where employee motivation can develop so more of these decisions beneficial to your
organization. Every level of needs to understand employee development and
employee empowerment. A consistent training plan that starts with executive coaching
and includes management training as well as supervisor training while offering
leadership skills development for all employees will speed realization of empowered
employees.
There are an almost infinite number of small details that no one except the person
actually doing the work can ever know. Without employee empowerment it is difficult to
take advantage of this knowledge. All of this knowledge is valuable and waiting to be
tapped for your organization's benefit. Many organizations make a halfhearted attempt
at employee empowerment with the Suggestion Box that is never opened. The last one
I had opened contained several gum wrappers and one suggestion; it was over six
months old. While this may fool some into thinking they have an avenue for
participation and employee empowerment, others are successfully tapping this
resource.
Teaching people how to use relatively simple problem solving tools and techniques is
the easy part of employee development. Usually after just a little training and
experience with one or two work related problems the basic tools are mastered well
enough for most to start using them on their own. Even high motivated employees need
the necessary tools to do a good job. When placed in teams they are prepared to make
use of the many specifics that only they know to improve products and work processes.
If your organization is going to approach six sigma performance levels (less than 3.4
ppm error rate) you will have to get your employees actively involved using problem
solving tools.
Even the best training/development programs can not assure that all employees will get
involved. One of the prime jobs of supervision and management is to create the climate
and the systems for employee motivation. Organizations need empowered employees
involved from the neck up and not just from the neck down. This is not to say that all
will chose to do so. The obligation is provide the opportunity and the means. It is then
the duty of the employee to take advantage of the employee development opportunity.
Most employees when they believe in and trust their management/supervision will leap
at the opportunity to make higher level contributions to the organization.
With Six Sigma Plus this area of personal development receives significant attention.
Even when no new technical skills or tools are taught improvements are often
impressive. This is especially true when a coordinated effort starts at the Executive
Level in the organization and moves through the Managers, Supervisors and
Employees working on the same concepts and approach.
Many organizations spend time and money on training efforts to teach new skills to
employees who are using a small fraction of the skills developed in past training. Efforts
at developing employees and allowing those who want to become more involved
(which are most of them) usually will have much higher returns. An additional benefit is
they are then more valued employees whose change in attitude is reflected in their
work.
Every activity or job has some level of technical skill that must be mastered in order to
perform at an acceptable level. Without these it is much like trying to turn a screw into a
board without a screwdriver. Demonstrated knowledge and skills are essential. In some
cases employees come to the job with all of those skills. More commonly your
employees will have a certain base level of competence but still will require additional
training and development before they can make a positive contribution. Sometimes it
can take years for the contribution to pay back the time value of the investment made in
an employee. An obvious improvement would be to reduce the amount of time (cycle
time) that it takes for new employees to reach the point of net return.
The attitude that employee have on the work place can be as important than the actual
technical skill level. Most of the time when we speak of an employee having an attitude
it goes without saying that we are talking about a poor attitude. When speaking of a
positive attitude it is always preceded with the good descriptor. Our experience
confirms that poor attitude is one of the more common concerns in the work
environment. Actually it is not the attitude that is the problem, rather the behaviors that
results from that attitude is of concern. When someone is described as having a bad
attitude and you press for how anyone else can know if someone has a bad attitude the
responses are fairly typical. Attendance problems, marginal quantity or quality of work,
interpersonal problems with co-workers or supervisors, poor communications, lack of
cooperation in any activity, etc. The list is remarkable similar no matter what the job,
company, industry, or part of the world.
Our behaviors are how other people decide what kind of attitude they think we have.
Almost everyone will make the connection between behavior and attitude.
Our study indicates that attitudes tend to drive behavior and are a result of our internal
values and beliefs, many of which were imprinted at a very early age. We have to live
with the early messages for the rest of our lives. That means that if we as individuals
are going to change our attitudes we must find a way to over come that early
conditioning. Fortunately we can make a conscious choice to add to the values and
beliefs system we have imprinted. Each of us can make the conscious decisions to
enlarge our individual inventory of experiences. In the correct environment individuals
can examine values and beliefs and chose if they want to make a change. The change
is not always easy, but the beginning of change lies in changing the habits of thought,
our self-talk.
The sequence is that our habits of thought (self-talk) drives our attitudes and our
attitudes drive our behavior. All three will have a certain amount of harmony or
agreement. To make a conscious decision to change we need to change the way we
think--change our habits of thought.
Changing someone else's attitude is an impossible task. What can be done is to over
the circumstances where if someone wants to make a change it is possible. Lasting
motivation comes from within. Some things can be done in the short term, but long term
motivation and change is a personal event.
In order to help people learn one must understand that most people learn based on
three basic inputs.
First is a significant emotional event. Almost all of us can remember where we were
and what we were doing for some common major events. As a test, if you are old
enough, Where were you when you first heard that JFK was shot? What were you
doing when you heard about or saw the TV pictures of the Challenger explosion?
These are significant events that do not require effort on your part to remember. They
are events that impact us and we remember them for the rest of our lives with no effort
or conscious decision to so. Each of as individuals has a number of unique significant
events that are part of us no matter what we do. These types of experiences are almost
impossible to predict or create and thus are difficult to use a method of planned
learning.
A second method is the "Aha, I have it!". Discovery of a principle or concepts on you
own. You see this depicted in the cartoons as the light bulb turning on in someone's
head. Most of the time this is highly unpredictable and also very difficult to use as a
method for planned learning.
The third method is to take advantage of spaced repetition. A little test can demonstrate
that for you. All questions to be answered in less than 2 seconds. (3times 2=? ) ( 4
times 4=? ) Now try (16 times 18.27=?) While there may be some that can answer all
three in 2 seconds or less most of us are going to get the first two but not the third. I
contend it is because at some point we learned our multiplication tables though a
process of drill and spaced repetition, now they are automatic and we don't have to
think to get the answer.
Using this principle of spaced repetition is one predictable way to have planned
learning. Single exposures have a retention of about 2% after 16 days. If on the other
hand you can get six exposures over six consecutive days the retention rate soars to
62% after 15 years. This is why most corporate communications and seminars have
little lasting impact. Six Sigma Plus training or any other kind of training/development
that is not spread out over time and does not have repeated exposure between
sessions has little chance of success.