Tag: workforce

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Member Manufacturers

Part 4: Training for Workplace Culture

For a printable version of this 4-part series by Alex Hertzer, assistant director of Mahoning Valley Manufacturers Coalition, click here.

Training is the key to ensuring that the proper processes are taking place on the plant floor.

 

Many companies, unfortunately, just do training through osmosis.

 

“Go stand next to Jim and watch what he does.”

 

It’s a very hands-off and frankly lazy way of training people.

 

Just like with boosting the morale in your company, you must be intentional about your training.

Mapping ideas for employees

 

The old adage says if you fail to plan, you plan to fail.

 

Well, if there is no training plan for employees, you are setting them up for failure. Employees must not only have a plan but know what the plan is for them.

 

This type of engagement puts accountability on the employee to really own their training plan. Most often when we are setting up new training or rethinking our old programs, we so often forget the human element of training as well.

 

We choose trainers who have the most knowledge or who have been doing the job the longest.

 

However, we forget to equip those trainers with the soft skills needed to give effective training.

 

Because of this obstacle, the MVMC has found a solution.

Upskilling internal trainers

 

We help offer a “train the trainer” course through the National Institute for Metalworking Skills (NIMS).

 

(Click here for more information)

 

While culture in a company is a very complex idea and takes a lot of effort to change and maintain, start with something small, and then be more intentional with incremental workplace culture changes from there.

 

Categories
Member Manufacturers

Part 3: Leading for Workplace Culture

For a printable version of this 4-part series by Alex Hertzer, assistant director of Mahoning Valley Manufacturers Coalition, click here.

A mentor of mine once told me that you should always know at least one thing about a person outside of the workplace.

 

This is something that has always stuck with me. It is something so small it could easily be seen as insignificant.

 

But it is something that can be so powerful.

 

It’s real simple. People want to be treated like people. Not a number.

 

Bringing “home” to work

 

Culture is built on small everyday moments.

 

We have all heard for years that what happens at home should stay at home and you shouldn’t bring it into work.

 

Well, I think we all know that this is near impossible. People are going to struggle with things outside of work that will always affect them in the workplace.

 

When you know what is going on in your employees’ lives, you can do a better job of setting them up for success in the workplace.

 

While changing and maintaining culture is found in these emotional moments, it’s also found in our daily operations.

 

Changing tired thinking

 

I once heard a story of a woman who always cut the ends of her ham off before placing it in the roasting pan and then into the oven.

 

When asked why she did this, she responded, “That’s how my mother did it, and that’s how I was taught.”

 

Then her mother was asked why she cut off the ends of the ham. She also stated, “That’s how my mother did it, and that’s how I was taught.”

 

Finally, when they asked the grandmother why she cut the ends of the ham off, she said, “My pan was always too small to fit the whole ham. So, I cut the ends off.”

 

You can see easily how this story relates to the workplace. Maybe that’s why Joe always sweeps the end of the line first when he is cleaning up. Or why Jill always cranks down on that last pass to make a good part even though that’s not how the task instructions read. Or however this concept plays out in your workplace.

 

There are many tasks and habits spread throughout a facility that were not originally intended to be done that way. But, over time and through tribal knowledge these tasks and habits are picked up. The operational culture is just as crucial to the business as the morale of the employees.

 

And what’s at the heart of operational culture? Training.

 

Read Part 4: Training for Workplace Culture, here.