Employee Involvement
Employee Involvement
at ArvinMeritor
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Employee Involvement
Opening Video . . .
Fish
Video Time
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Employee Involvement
WORKSHOP OVERVIEW
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Employee Involvement
Workshop Goal
 To provide you with Employee
Involvement concepts and tools that
will help you conduct effective EI
team meetings.
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Employee Involvement
Workshop Objectives
 Upon completion of this workshop you
will be able to:
–
–
–
–
Discuss your role on an EI Team
Explain the four stages of team development
Identify the various roles of team members
Describe effective communication
techniques you can use during a team
meeting
– Discuss how to overcome the barriers your
team may face
– Use the EI Problem Solving Tools
– Participate on an EI Team
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Employee Involvement
Workshop Agenda
 Workshop Overview
 Our EI Philosophy
 The EI Team
 Stages of EI Team Development
 Interpersonal Communications
& Group Dynamics
 EI Team Tools
 EI Strategies for Success
 EI Team Meeting Simulation
 Wrap-Up and Workshop
Feedback
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Employee Involvement
Key Learnings Contract
 Identify 3-5 things
you would like to
learn from today’s
workshop…
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Employee Involvement
Our EI Philosophy
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Employee Involvement
EI Mission Statement
“Employee Involvement is the
on-going effort to involve all
employees in the decisions that
affect their work lives.”
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Employee Involvement
The Right Way
 We promote and support EI
because it is the right way to
operate; recognizing the
abilities and potentials of all
employees.
 EI is a prerequisite for
maintaining our competitive
position in today’s
marketplace.
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Employee Involvement
Employee Involvement Goals
 Give employees a
voice in changes
 Give everyone’s
ideas a chance to be
heard
 Involve everyone
 Make our products
more competitive
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Employee Involvement
What are the EI Benefits?
 Increases job satisfaction
 Helps solve problems
 Improves skill levels
 Increases commitment
 Improves quality & productivity
 Reduces absenteeism
 Improves work environment
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Employee Involvement
Link to AM Vision
Our Vision
To be the number
one supplier to the
current and new
customers by 2010.
Core Values
EI Mission
Teamwork and
Respect
for Each Another
The on-going
effort to involve
all employees in
Integrity
the decisions that
affect their work
lives.”
Pursuit of
Excellence
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Employee Involvement
The EI Team
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Employee Involvement
Five-Square Configuration Exercise
 Instructions:
– Using the worksheet provided arrange the
5 squares so that at least one side of
each square touches and is in line with
one side of another square.
– Use all 5 squares each time.
– Mirror images are not acceptable.
– There are 11 possible configurations.
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Employee Involvement
What is a Team?
Large Group Discussion
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Employee Involvement
EI Teams Emphasize…
 People Building
 Teamwork
 Open Communication
 Problem Solving
 Listening
 Discussing
 Education & Training
 Continuous
Improvement
 Supportive Leadership
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Employee Involvement
EI Team Characteristics
 6 to 12
members
 May be natural
work team
 May be crossfunctional
 Team selects
leader
 Meet regularly
 Explore problems
 Recommend
solutions
 Management
listens
 Recognition of
ideas
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Employee Involvement
Empowered to Make Contributions
CONTINUOUS
IMPROVEMENTS
IDEAS
Non-Management
Management
TWO-WAY COMMUNICATION
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Employee Involvement
Measures of Success
 % of workforce on teams
– Goal: 100%
 Proposals per year per person
– World Class Goal: 15
– Best In Class Goal: 24
 % of proposals implemented
– World Class Goal: 85%
– Best In Class Goal: 85%
 Scrap reduction
 PPM (parts per million)
 Changeover time
 Training hours
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Employee Involvement
Typical Production Team Successes
 521 Proposals (99% Implemented)
 Reduced downtime by 70%
 Reduced scrap by 82%
 Reduced change-over time from 1 hour to
10 minutes
 Reduced raw material inventory from 7
days to 2 days
 Reduced costs totaled $50,000
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Employee Involvement
Typical Administrative Team Success
 14 Suggestions per member
 Implemented $100,000 in MRO savings
– MRO = Maintenance Repair & Operating
 Implemented supply tracking system
 Reduced use of outside trucking firm - saving
$40,000 annually
 Changed shipping containers saving $20,000
 Contributed to doubling “On-Time” shipments
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Employee Involvement
Types of EI Teams
 Representative Team
– Select group of
representatives from different
shifts
 Natural Work Team
– Work Cells or Departments
 Cross-Functional Team
– Representatives from different
functions
 Ad-Hoc Team
– Formed for a specific purpose
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Employee Involvement
Representative Team Example
 2 from Bending Line
Day Shift
 2 from Bending Line
2nd Shift
 2 from Assembly
Day Shift
 2 from Assembly
2nd Shift
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Employee Involvement
Natural Work Team Examples
 Accounts Payable is an operation with 6
people.
 Cell 4510 is a bending line with eight
operators.
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Employee Involvement
Cross-Functional Team Example
 Line Operator
 Set Up Person
 Toolmaker
 Welder
 Floor Inspector
 Industrial
Engineer
 Rods
 Tube Mill
 Piston Heads
 Assembly
 Engineering
 Tool Maker
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Employee Involvement
Cross-Functional Team Example
 1 Division Packaging Engineer
 1 Purchasing Agent
 1 Customer Service Representative
 2 Programmer Analysts
 1 Accounting Manager
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Employee Involvement
Ad-Hoc Team
 Formed for a specific purpose
 May be created from available persons
 May provide help or additional
resources to existing team
 May discontinue meeting once purpose
or goal is met
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Employee Involvement
Team Member Roles
 Team Leader
 Facilitator
 Team Contributor
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Employee Involvement
Team Leader’s Role
 Committee Chairman
 Coordinates Activities
 Develops Team Approach
 Guides Problem Solving
Techniques
 Encourages ALL to Participate
 Guides Issues and Content
 Reinforces Positive Behavior
 Minimizes Non-Productive
Behavior
 Leads by Focusing
 Ensures Members Have Agenda
& Minutes
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Employee Involvement
Facilitator’s Role
 Assists the Leader
 Facilitator is an Outside Consultant
 Observes and Suggests
Improvements
 Concerned with Process Not
Content
 Keeps the Team Focused on Goals
 Encourages Decisions by
Consensus
 Ensures Tasks and Dates are
Assigned
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Employee Involvement
Team Contributor’s Role
 Contributes Ideas and
Suggestions
 Listens to Other Team
Members
 Focuses on Team Goals and
Objectives
 Helps Accomplish Assigned
Tasks
 Reports Progress
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Employee Involvement
Team Task Roles
 Idea Initiator: Offers ideas, problems,
goals, and project ideas.
 Information Seeker: Seeks facts,
opinions, feelings, and data.
 Information Provider: Offers facts,
ideas, opinions, research, and data.
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Employee Involvement
Team Task Roles (cont.)
 Problem Clarifier: Interprets ideas,
clears up confusion.
 Summarizer: Restates the groups
comments or decisions for clarity.
 Consensus Tester: Checks groups
response on a regular basis.
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Employee Involvement
Team Social Roles
 Coach: Encourages and guides.
 Harmonizer: Promotes understanding,
reconciles disagreements and reduces
tension.
 Gatekeeper: Keeps communications
open and encourages participation.
 Diplomat: Negotiates peace, looks for
common ground, maintains objectivity.
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Employee Involvement
Meeting Content
 Problem Definition &
Analysis
 Team Assignments
 Solutions
 Idea Generation
 Follow-Up Plans
 Data Gathering
 Progress Reports
 Problem-Solving Tools
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Employee Involvement
Conducting a Team Meeting
 General process guidelines:
– Participation by all members is
encouraged
– Members should focus on the team
goals and objectives
– Meetings should not be dominated by
one person
– Everyone should have the opportunity
to share ideas
– Team meetings should be orderly
– Use an agenda as a meeting guide
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Employee Involvement
Reporting Progress Guidelines
 Progress should be
discussed at every team
meeting.
 Report progress and
obtain feedback from
Leadership on a regular
basis.
 Progress and
accomplishments should
be posted on a Bulletin
Board dedicated to EI
Team activities.
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Employee Involvement
It’s Time for a Video…
Employee
Involvement
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Employee Involvement
Stages of EI Team Development
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Employee Involvement
4 Stages of Team Development
Forming
Storming
Norming
Performing
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Employee Involvement
Stage 1: Forming
People may not open up
Testing the situation
May be polite and
untrusting
Depending on authority
Being moderately eager
Defining goals, roles,
direction
Having some anxiety
FORMING
STORMING
NORMING
PERFORMING
PRODUCTIVITY
MORALE
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Employee Involvement
Stage 1: Setting Ground Rules
 They are basic rules the team
establishes for how they will work
together.
 Rules cover meetings, discussions,
and all the ways team members
interact.
 Established during the formation of
your EI team.
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Employee Involvement
Stage 1: Developing a Team Mission
 A mission statement clarifies a team’s
overall purpose -- the reason it exists as a
team.
 It is developed by the team and must be
supported and understood by all
members.
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Employee Involvement
Developing a Team Mission (cont.)
 Key questions to ask:
– What has our team been formed to do?
– Why have we been selected to do it?
– What could we accomplish that would add
value to the organization?
– What would our customers say is our
purpose?
– What would we like to say we
accomplished?
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Employee Involvement
Team Mission Examples
 Customer Service: Our mission is to continually
enhance our service by meeting or exceeding
customer needs 100% of the time.
 Product Maintenance: Our mission is to improve
and standardize the product maintenance
process so that the procedure for correcting all
types of errors is clear to our customers.
 Marketing: Our mission is to provide services
that will allow our organization to remain
competitive in today’s changing environment.
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Employee Involvement
Stage 1: Setting Goals
 Goals are specific, measurable
standards of performance or the
activities to which the team
commits to achieving.
 Ensures the team members are
moving in the same direction and
are aligned with the organization.
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Employee Involvement
Stage 1: Setting Goals (cont.)
 Well-stated goals:
– Are specific and measurable
– Include timeframes or completion dates
– Are communicated to others
– Are challenging, but attainable
– Help fulfill the team’s mission
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Employee Involvement
Goal Examples
 By the end of the second quarter, we will
process orders within three days of
receiving them.
 By December, our team will reduce cycle
time by 20% and cost per unit by 10%.
 By June 1, we will create a survey that
measures customer satisfaction.
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Employee Involvement
Stage 1: Developing a Team Plan
 Clarify the scope of the task or problem
 Determine expected outcomes
 Determine how performance will be measured
 Brainstorm actions to take and the time
required
 Agree on roles and responsibilities
 Review and finalize the plan
 Report progress and revise as you go
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Employee Involvement
Stage 2: Storming
 Being dissatisfied with team
 Feeling frustrated with
actions
 Confronting one another
 Being competitive
FORMING
STORMING
 Needing to redefine goals,
roles, tasks
 Needing to remove emotional
blocks or resistance
 Having difficulty working
together
NORMING
PERFORMING
PRODUCTIVITY
MORALE
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Employee Involvement
Stage 2: Sources of Tension –
Small Group Exercise
 Take 15-20 minutes to answer the
following questions:
– What can cause tension among
team members?
•Which would be the easiest to
bring up? Hardest?
– What could happen if the team
doesn’t deal with these
problems?
– How would your team address
these problems?
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Employee Involvement
Stage 2: Raising Difficult Issues
 Request time to bring up an issue that may
affect the team’s performance.
 Describe what you have observed.
 Explain what you see as the possible impact
on the team.
 Ask others to react to your comments.
 Clarify and summarize what you have heard.
 Ask others to suggest the best approaches
for addressing the issue.
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Employee Involvement
Stage 2: When Do You Bring Up an
Issue?
 The situation is preventing the team from
accomplishing its goals.
 You have been approached by other team
members who have been reluctant to
bring up the issue at a meeting.
 You need to talk through an issue with
others.
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Employee Involvement
Stage 3: Norming
Establishing Group Goals or
Norms
Discussing Issues
Participating
Asking Questions
Giving Feedback
FORMING
STORMING
Resolving Discrepancies
Communicating More Openly
Developing a Sense of “Team”
Providing Critical,
Constructive, Evaluation
NORMING
PERFORMING
PRODUCTIVITY
MORALE
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Employee Involvement
Stage 3: How Well Are We Working
Together?
 Teams should evaluate:
– How well they get things done
– How freely members express their views
– Everyone’s understanding of the mission and
goals
– The effectiveness of their decision making
progress
– How effective they communicate and listen to
one another
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Employee Involvement
Stage 4: Performing
Solving Problems
Attaining Goals
Using Creative Problem Solving
Seeking Information
Obtaining Resources
FORMING
STORMING
Being Interdependent
Having Confidence in Leader
Feeling Positive
Confident to Set Targets
Becoming More Self-Directed
NORMING
PERFORMING
PRODUCTIVITY
MORALE
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Employee Involvement
Stage 4: Team Progress Reports
 Conduct regular progress reports to:
– Make sure the team is on track
– Give feedback on how things are going
– Generate action items for things that still need
to happen
– Discuss lessons learned and best practices
– Identify other required resources
– Identify any roadblocks or issues
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Employee Involvement
Stage 4: Recognizing
Accomplishments
 Recognize accomplishments when your team:
– Has finished a project or task
– Is about to meet its goals but needs to keep the
momentum going
– Is working well together
– Has improved its performance
– Is completing milestone or a goal
– Is “stressed out”
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Employee Involvement
Remember all teams go through
these stages of development…
Forming
Storming
The question is…
What will you do to
ensure your team
becomes a high
performing team?
Norming
Performing
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Employee Involvement
Interpersonal Communications &
Group Dynamics
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Employee Involvement
SOLER Activity
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Employee Involvement
How Do We Communicate?
Reading
Writing
Did you know that listening
is the most neglected
communication skill and
that adults listen at about a
25% level of efficiency?
Talking
Listening
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Employee Involvement
How Do We Become Active
Listeners?
Use S O L E R
S
Square up to speaker
O
Open your mind
L
Lean toward the speaker
E
Use Eye contact
R
Relax
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Employee Involvement
How Can We Communicate
Better With One Another?
 Use active listening skills first.
 Clarify and summarize what you have
heard.
 Be open and candid about your ideas
and feelings—this is crucial to the
quantity and quality of work produced.
 Find ways to understand different
points of view because there will
always be diverse personalities on a
team.
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Employee Involvement
How Can We Communicate
Better With One Another (cont.)?
Don’t Say
Is there anyone who
doesn’t understand?
Say
That might not be clear.
Do we need to go into
that a little more?
It’s time to move on.
Is there anything
else, or should we
move on?
That’s just the way
things are.
How do you think
we can change that?
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Employee Involvement
Non-Productive Behavior
 Aggressor: Deflates status of others,
very demanding, dominates the
conversation, know it all.
 Complainer: Makes negative comments,
resistant to new ideas, doesn’t recognize
progress.
 Manipulator: Takes advantage of others,
shifts focus of team to meet own
objectives.
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Employee Involvement
Non-Productive Behavior
 Joker: Humorist, doesn’t take things
seriously, makes inappropriate remarks.
 Nit-Picker: Misses the big picture,
focuses on irrelevant details.
 Detractor: Does not keep the team
focused on their goals and objectives.
 Talker: Rambles, talks too long, jumps to
a new subject frequently.
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Employee Involvement
Tallest Free Standing Structure
Activity
 Each team has 10 minutes to build the
tallest structure with the materials
provided.
 Select an instruction card from the
box—do not share this information with
others on your team.
 At the end of the activity share your
team’s experiences with the entire class.
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Employee Involvement
Overcoming Team Conflicts
 Never attack the person! Address the
behavior instead.
 Resist becoming defensive.
 Seek out reasons behind the arguments;
search for facts.
 Try to keep the team focused on their
mission and goals.
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Employee Involvement
EI Team Tools
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Employee Involvement
What Are the EI Team Tools?
 Brainstorming
 Consensus
 Cause and Effect Analysis
– Fishbone Diagrams
 Ask “Why” Five Times
 Pareto Chart
 BOS Charts
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Employee Involvement
Brainstorming
 The purpose of brainstorming
is to:
– Generate a large number of
ideas in an open environment
– Give everyone the opportunity
to share
– Encourage everyone to
participate
– Record ALL the ideas
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Employee Involvement
Brainstorming Activity
 Problem:
– A customer at your restaurant
just complained that he was
served a bad tasting cup of
coffee. He asked for another cup
and said the coffee was just as
bad as the first cup he was
served.
• What are the possible causes?
• What are the possible
solutions?
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Employee Involvement
Consensus Building
 Group consensus is:
100% support by the team
Reached after full discussion
of all views
Each individual stating his/her
position and why
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Employee Involvement
Consensus Building is Not….
 Majority rule
 Autocratic rule
 Pressure rule
 Efficient (but it is
effective)
 Argument for, or
against, different
views
 100 % Agreement
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Employee Involvement
Consensus Rules
1. Encourage different views.
2. Don’t vote, nor flip a coin, etc.
3. Don’t reach quick agreements. Discuss.
4. Don’t argue for or against. Logically present
your case, then consider others.
5. Don’t quickly give in without discussing.
6. Don’t try to avoid conflict and disagreement.
7. Avoid I win you lose situations. Look for
areas where you agree.
8. Move toward solutions everyone can
support.
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Employee Involvement
Lost at Sea Exercise
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Employee Involvement
Problem Solving Process
1. Define The Problem
2. Brainstorm Possible Causes
3. Do a Cause and Effect Analysis Using a
Fishbone Diagram
4. Select the Root Cause(s)
5. Verify Cause(s) & Determine Corrective
Actions
6. Propose Solution(s) Including Costs, Benefits
& Timing
7. Implement the Solution(s)
8. Monitor Results
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Employee Involvement
Cause & Effect Analysis –
Fishbone Diagram
Problem or “Effect”
STEP 1
Identify the problem during one of
your team’s brainstorming sessions.
Draw a box around the problem.
This is called the “effect”.
STEP 2
Draw a long process arrow leading into
the box. This arrow represents the
direction of influence.
Bad
Tasting
Coffee
Bad
Tasting
Coffee
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Employee Involvement
Cause & Effect Analysis –
Fishbone Diagram (cont.)
STEP 3
MACHINE
Decide what are the major categories of causes.
Groups often start by using Machines, Materials,
Methods, and Man. For some problems, different
categories work better.
MATERIALS
BAD TASTING
COFFEE
METHOD
MAN
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Employee Involvement
Cause & Effect Analysis –
Fishbone Diagram (cont.)
STEP 4
Decide what are the possible causes related
to each main category. For example,
possible causes related to man are
experience, ability and individual preference.
MACHINE
MATERIALS
drip
perk
size of machine manual
automatic
filter
temperature
grind
brand
sugar
cream
experience
ability
electric, gas, open fire
METHOD
BAD TASTING
COFFEE
individual preference
MAN
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Employee Involvement
Cause & Effect Analysis –
Fishbone Diagram (cont.)
STEP 5
Eliminate the trivial, non-important causes.
MACHINE
MATERIALS
drip
perk
size of machine manual
automatic
filter
temperature
grind
brand
sugar
cream
experience
ability
electric, gas, open fire
METHOD
BAD TASTING
COFFEE
individual preference
MAN
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Employee Involvement
Cause & Effect Analysis –
Fishbone Diagram (cont.)
STEP 6
Discuss the causes that remain and decide
which are important. Circle them.
MACHINE
MATERIALS
drip
perk
size of machine manual
automatic
filter
temperature
grind
brand
sugar
cream
experience
ability
electric, gas, open fire
METHOD
BAD TASTING
COFFEE
individual preference
MAN
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Employee Involvement
Ask “Why” Five Times
Problem: The gage cup won’t fit on the outlet end
of the tail pipe.
1. Why?
The tab is too wide.
2. Why is the tab too wide?
It flattens out as it gets welded.
3. Why does it flatten out?
The welder temperature is too hot.
4. Why is the temperature too hot?
Operator turned up temp control.
5. Why did operator turn up temperature control?
Not given work instructions about which
temperature ranges work best.
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Employee Involvement
Ask “Why” Five Times
Problem:
Expense report submitted Jan 10th, not
paid by Jan. 24th.
1. Why?
Disbursements Area didn’t submit for payment.
2. Why didn’t they submit for payment?
Receipt for hotel stay included charges for movies.
3. Why were non-payable charges included?
Employees didn’t understand these are not allowable
expenses.
4. Why didn’t the employee understand?
Not familiar with policy.
5. Why not familiar with policy?
Policy is 30 pages, very detailed document.
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Employee Involvement
Pareto Chart
A problem solving tool in a form of a bar
graph:
Illustrates rank potential problem
areas according to their cost, part
quality or total variation
Helps us focus on the largest
contributors (80/20 rule)
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Employee Involvement
Pareto Chart Example
60
50
40
bad welds
split tube
burrs
other
30
20
10
0
week 1
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Employee Involvement
Tracking Results - BOS Chart
BOS Chart or Business Operating
System charts are one page summaries
used to track results. They:
–Show Data Trends
–Identify Key Factors
–Track Projects
–Monitor Improvements
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Employee Involvement
BOS Chart Example
BOS Key Measurable: PPM - Steel Can Assembly Cell
Quantifier: PPM
Improvement Activities
300
250
Ref #
Description
Resp.
End Date
AM
7/18/95
200
1
Redesign f inished goods
packaging
150
2
Procure new component
parts containers
JK
6/30/95
100
3
Improv e weld in process
weld monitoring sy stem
SL
7/24/95
GA
9/20/95
50
4
Replace current controller on
paint sy stem
0
Jan
Feb
Mar
Apr
May
Jun
Actual
Jul
Aug
Sep
Oct
Nov
Dec
Target
Improvement Tracking
Data Analysis
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Description
Ref #
Jan Feb Mar Apr May Jun Jul Aug
40
1
1
Damaged Assembly
2
Cracked Casing
20 21
20 17 18 22 20 19
3
Broken Weld
19 17
17 14 21 20 18 1
4
Paint Blistering
51
42
48 40 45 50 39 5
30
20
21
17
10
14
0
Damaged Assembly Cracked Casing
Broken Weld
Paint Blistering
14
15
18
14
19 17 18 12 10 14
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Employee Involvement
Team Tools - Small Group Activity
 Each team will be given the
same problem and be asked to
use an EI Team Tool to come up
with possible solutions.
– Time: 15 minutes
 Demonstrate how you came up
with the team’s solutions to the
entire group.
– Time: 5 minutes
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Employee Involvement
Problem-Solving Guidelines
Start With Simple Type 1 Problems:
Team has complete control of problem
They can identify problem easily
Have experience to solve problem
Have authority to implement
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Employee Involvement
Problem-Solving Guidelines (cont.)
Some Type 2 Problems are “hand offs”:
Team has limited control of problem
Can identify problem easily
May lack expertise to solve
May lack authority to implement
Can influence the decision maker
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Employee Involvement
Problem-Solving Guidelines (cont.)
Type 3 Problems are “hand offs”:
Team has no control of problem
Can identify the problem
Lacks expertise to solve
Lacks authority to implement
Cannot influence decision maker
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Employee Involvement
Follow-Up Guidelines
1. Was the solution implemented?
2. Were anticipated benefits realized?
3. Were projected costs realistic?
4. Did the solution affect other areas? Cause
other problems?
5. Can the solution be implemented other
places?
6. Can the solution be improved upon?
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Employee Involvement
EI Strategies for Success
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Employee Involvement
General Meeting Guidelines
 Meet once a week
 Everyone attends
 Have an agenda
 Take meeting minutes
 Start on time
 Have specific goals
 Minimize number of
projects
 Assign responsibilities
 Assign dates
 Stay focused
 Rely on data
 Report progress
 Recognize
accomplishments
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Employee Involvement
The Dozen “Do’s”
1. Do identify “key others” who you need and
might be affected.
2. Do get input from “key others.”
3. Do invite others to meetings.
4. Do keep others informed.
5. Do involve supporters before you finalize
solutions.
6. Do listen carefully to others.
7. Do be very clear about the information you
need.
8. Do respect others’ problems when seeking
information.
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Employee Involvement
The Dozen Do’s (cont.)
9. Do give others adequate time to get
information.
10. Do have the experts give technical
information to team.
11. Do remember to thank those who have
given support or information.
12. Do remember that you cannot succeed
without good support and information.
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Employee Involvement
And One Don’t…
Don’t treat others as enemies!
Other shifts, departments, management,
engineering, etc.
You will gain nothing, and lose much, if you
attack.
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Employee Involvement
Key Word: RESPECT
Look for Common Ground
Build Bridges
Build Consensus
Build Teamwork
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Employee Involvement
It’s Time for a Team Meeting . . .
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Employee Involvement
Team Meeting Instructions
1. Organize Team
• Select a Team Leader and Facilitator
• Select 2-3 Observers
• Choose Team Name
• Identify a Work Problem to Discuss
2. Use the EI Team Tools to Determine
Causes and Develop Solutions
3. Conduct Your Meeting
4. Ask Observers to Critique Meeting
5. Report Your Results to the Entire Group
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Employee Involvement
Workshop Wrap-Up
and
Feedback
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Employee Involvement
Key Points to Remember
 Be Flexible
 Be Innovative
 Be Patient
 Be Persistent
 Be Positive
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Employee Involvement
“Until we believe the expert in any job is the
person performing it, we shall forever limit the
potential of that person. Consider a
manufacturing setting: within their 25 square foot
area, nobody knows more about how to operate a
machine, improve its quality, optimize the material
flow, or keep it operating than the machine
operators. Nobody.”
John Young, President
Hewlett-Packard
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