Employee involvement significantly benefits a business by tapping into their greatest resources, their employees.
Transformation to world-class only happens if 100% of the workforce is engaged. Our approach ensures that everyone feels valued for their ability to contribute, and that their contribution is recognized.
Scope And Deliverables
Employee (or union) involvement is about creating an environment in which people have an impact on decisions and actions that affect their jobs.
Employee involvement is not the goal nor is it a tool, as practiced in many organizations. Rather, it is a management and leadership philosophy about how people are most enabled to contribute to continuous improvement and the ongoing success of their work organization.
This involvement increases ownership and commitment, retains your best employees, and fosters an environment in which people choose to be motivated and contributing.
Determining how to involve employees in decision-making and continuous improvement activities is the strategic aspect of involvement, and can include methods such as suggestion systems, manufacturing cells, self-directed work teams, continuous improvement meetings, Kaizen (continuous improvement) events, corrective action processes, and periodic discussions with the supervisor.
Intrinsic to most employee involvement processes is training in team effectiveness, communication, and problem solving; the development of reward and recognition systems; and frequently, the sharing of gains made through employee involvement efforts.
Employee involvement can:
- improve efficiency
- improve quality and competitiveness
- increase job satisfaction and motivation
- encourage co-operation and improve industrial relations
There are two methods of involving employees:
- indirect involvement where a representative acts on behalf of employees, for example through collective bargaining or joint consultation
- direct involvement where employees are involved in decisions about how they work, for example through quality teams or self-directed work groups.
Other forms of employee involvement include:
- autonomous work groups which have some degree of autonomy or responsibility within a defined area, for example responsibility for work organisation, quality and output
- job enlargement, job enrichment and job rotation which seek involvement and motivation by improving job satisfaction and effectiveness
- joint working parties which involve representatives of management and employees seeking joint solutions to problems. These are non-negotiating forums in which participants work together.
Effective communications are essential to the success of employee involvement. It is important to create the right climate and maintain communications systems which enable a free flow of information within your organization. Regular meetings also help to involve employees.
What We Will Do
- Evaluate your current level of employee involvement by surveying a suitable cross-section of employees at all levels, including management and union executive.
- Provide recommendations on how to achieve the desired level of employee involvement.
- Provide a roadmap for implementing the change, which includes a timeline.
- Provide assistance (including training) in implementing the approved recommendations.
- Provide a mechanism for measuring the effectiveness of the actions taken.
What We Need You To Do
- Commit to significantly improved employee / union involvement levels.
- Provide us with access to selected employees across the entire organization.
- Ensure timely review and approval of any submitted recommendations.
- Ensure that approved action items are implemented in a timely manner.
- Participate in periodic measurement of overall program effectiveness.
WHAT PEOPLE ARE SAYING
SatiStar's Experience Makes The Difference!