Hi everybody! I am the owner/M.D. of a cotton spinning unit. I am an electronics/software person by education and training. I had to take charge of this unit due to some family problems.
I have picked up a good bit of the technical part and I have succeeded in making the unit debt free. But, now,when it comes to going to the next level, I am finding it tough. Especially, motivating/leading employees whose educational levels are quite low is a real challenge. The nature of the jobs (repetitive, all three shifts and very little prospects of promotion rank-wise) makes the job even harder.
May I have some ideas/tips/techniques about how to go about the job. My aim is to create a world class organization but how can I get my people to understand this?
From India, Jalgaon
I have picked up a good bit of the technical part and I have succeeded in making the unit debt free. But, now,when it comes to going to the next level, I am finding it tough. Especially, motivating/leading employees whose educational levels are quite low is a real challenge. The nature of the jobs (repetitive, all three shifts and very little prospects of promotion rank-wise) makes the job even harder.
May I have some ideas/tips/techniques about how to go about the job. My aim is to create a world class organization but how can I get my people to understand this?
From India, Jalgaon
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Season Greetings
It is not easy for everyone of us to grow and take the responsibility like you have shown.
In your org the motivation plays and imp role for growth and learn. You can achieve this by putting the workers in a Team Game, which could be directly associated with their activity in the Company. You can have suggestion from the workers itself regarding the implementation of new procedures and policies. but you need to be very careful in interacting with the workers. Some times to closeness may create problems for you and your team.
Lastly, I wish you good luck for the future assignments. We all the Members of Citehr.com are ready to provide the suggestion for the improvement.
Good luck once again.
Lafz ki shakl mein ehsas likha jata hai
Ya'ni seerabi ko bhi piyaas likha jata hai
merey jazbaat sey waqif hai qalam bhi mera
mein wafa likhhoon to TERA NAAM likha jata hai
From India, Nagpur
24Season Greetings
It is not easy for everyone of us to grow and take the responsibility like you have shown.
In your org the motivation plays and imp role for growth and learn. You can achieve this by putting the workers in a Team Game, which could be directly associated with their activity in the Company. You can have suggestion from the workers itself regarding the implementation of new procedures and policies. but you need to be very careful in interacting with the workers. Some times to closeness may create problems for you and your team.
Lastly, I wish you good luck for the future assignments. We all the Members of Citehr.com are ready to provide the suggestion for the improvement.
Good luck once again.
Lafz ki shakl mein ehsas likha jata hai
Ya'ni seerabi ko bhi piyaas likha jata hai
merey jazbaat sey waqif hai qalam bhi mera
mein wafa likhhoon to TERA NAAM likha jata hai
From India, Nagpur
Your ideas are very clear and helpful. What sort of team games do you recommend? Moreover, my predecessors have left a legacy of pretty strict handling of staff with fines etc. as the main elements of control. So, a MD who tries to interact with people is perceived as being too soft. The trust factor is also lacking.
I tried to learn something about leadership through many books and ended up a bit confused. A few books recommend that you should be involved with people on a day to day basis while a few say that a leader should not be too accessible.
The place where my plant is located is a small place, a town with around 60,000 people. I tried to get a couple of HR people but they do not seem to be interested in doing a job at such a small place and in a company with moderate (10.00 Cr) turnover.
Can you give some further guidance in this matter? Thanks and regards.
From India, Jalgaon
I tried to learn something about leadership through many books and ended up a bit confused. A few books recommend that you should be involved with people on a day to day basis while a few say that a leader should not be too accessible.
The place where my plant is located is a small place, a town with around 60,000 people. I tried to get a couple of HR people but they do not seem to be interested in doing a job at such a small place and in a company with moderate (10.00 Cr) turnover.
Can you give some further guidance in this matter? Thanks and regards.
From India, Jalgaon
Hi Amar,
firstly i appriciate you for the way u r visualizing the business...
now comin to facts of incresing the loyality among workers.....u need to give right direction to them.....they shd feel secured with ur company......u shd win trust.....bcuz they r not pros to understand promotions....they seek immediate compensation......celebrate ur success along with them.......make them belive tht they r part of ur victory.....
any suggestion regarding this will be very helpfull
kranthi
From India, Bangalore
firstly i appriciate you for the way u r visualizing the business...
now comin to facts of incresing the loyality among workers.....u need to give right direction to them.....they shd feel secured with ur company......u shd win trust.....bcuz they r not pros to understand promotions....they seek immediate compensation......celebrate ur success along with them.......make them belive tht they r part of ur victory.....
any suggestion regarding this will be very helpfull
kranthi
From India, Bangalore
Hi amal !!
i also appriciate ur efforts...apart from motivation ....reward and recognition plays a important role in textiles..bcz attrition rate is too high...
So i suggest u 2 give them wages/salary/overtime etc. on time....u can also start attendence awards...cash awards for full attendence....provide them small gifts on 1 year completion..and as my frnds says they want company 2 be with them & celebrate their festivals....
Regards,
Mohit
From India, Bhogpur
i also appriciate ur efforts...apart from motivation ....reward and recognition plays a important role in textiles..bcz attrition rate is too high...
So i suggest u 2 give them wages/salary/overtime etc. on time....u can also start attendence awards...cash awards for full attendence....provide them small gifts on 1 year completion..and as my frnds says they want company 2 be with them & celebrate their festivals....
Regards,
Mohit
From India, Bhogpur
Dear Mr.Chaware,
My $0.02 ( two cents)
To start with, BASICS:
1) First get the IDEA/CONCEPT into the company culture that there exists a pathway to a better work culture .Why will they buy this idea :- Show them the benefits that will be for them, when you finally acheive your world class culture organization.
2) Invite people they aren't aware about, and start introducing them within the company. - Create a Mental image about the company changing for their better.
These people could be called as "visiting faculty" for the organization.
Also if possible start hiring outside the known industry parameters.
Slowly you will initiate a smooth process which will help you start your dream organization
From India, Mumbai
My $0.02 ( two cents)
To start with, BASICS:
1) First get the IDEA/CONCEPT into the company culture that there exists a pathway to a better work culture .Why will they buy this idea :- Show them the benefits that will be for them, when you finally acheive your world class culture organization.
2) Invite people they aren't aware about, and start introducing them within the company. - Create a Mental image about the company changing for their better.
These people could be called as "visiting faculty" for the organization.
Also if possible start hiring outside the known industry parameters.
Slowly you will initiate a smooth process which will help you start your dream organization
From India, Mumbai
Hi Amal,
It's really good that you shared your concerns here. Many will get useful tips out of this.
As you said that it is not possible to promote people in the organisation for the higher designation but you can always keep them attached to their profiles and make them feel responsible for the work they are doing. Your prime responsibility is to make them feel that what ever they are doing has got lot to contribute in company's growth.
Second thing the team game. Team game is nothing but to play with their human nature and tendency. When you are not able to retain ppl with the monetory and luxury benefits do it with other things. People are likely to stay at the places where they feel most comfortable and has got other people around with whom they can share. To perform that you can arrange gathering where you can promote them to enjoy together that will create a sense of togetherness and that will be shown in the work as well.
Your predecessors as you said had been very strict with the workers and may be they were not even wrong at their place considering it was a decades old mentality but now as the time has changed you need to change with it. Be liberal with them. Grant them the little things they want. Make some positive changes for them in the company policy. Make it step by step and show them that you are improving the environment gradually. This will also help you to gain their trust. They will have faith in your words afterwards. Do promote them to bring their families in company celbrations and bare the cost for the same.
Leadership is never found in the books. "Leaders are probably not born, no one can make leaders as well. They are self made with their abilities to conveince and forsight."
I wish you all the best for your plans to make your company a global organisation...
Regards,
From India, Ahmadabad
It's really good that you shared your concerns here. Many will get useful tips out of this.
As you said that it is not possible to promote people in the organisation for the higher designation but you can always keep them attached to their profiles and make them feel responsible for the work they are doing. Your prime responsibility is to make them feel that what ever they are doing has got lot to contribute in company's growth.
Second thing the team game. Team game is nothing but to play with their human nature and tendency. When you are not able to retain ppl with the monetory and luxury benefits do it with other things. People are likely to stay at the places where they feel most comfortable and has got other people around with whom they can share. To perform that you can arrange gathering where you can promote them to enjoy together that will create a sense of togetherness and that will be shown in the work as well.
Your predecessors as you said had been very strict with the workers and may be they were not even wrong at their place considering it was a decades old mentality but now as the time has changed you need to change with it. Be liberal with them. Grant them the little things they want. Make some positive changes for them in the company policy. Make it step by step and show them that you are improving the environment gradually. This will also help you to gain their trust. They will have faith in your words afterwards. Do promote them to bring their families in company celbrations and bare the cost for the same.
Leadership is never found in the books. "Leaders are probably not born, no one can make leaders as well. They are self made with their abilities to conveince and forsight."
I wish you all the best for your plans to make your company a global organisation...
Regards,
From India, Ahmadabad
Hi Amal,
Congratulations to you for taking over the responsibility.
We believe that all managers are HR managers and so I think you need not look out for a HR person specifically for your unit, presently.As you rightly said you may not get one immediately.
Personally, I feel that your employees may not be interested in trg as such, but would easily get associated with you and your organisation if their social interests are known and taken care of.Adding value to them may be secondary to adding value to their families- Children / spouse.
You can try to improve the quality of life at work place( good facilities for drinking water, place to have lunch, enough space to work)
Celebrate their festivals
Few activities for children( some competitions within the company premises)
Scholarships to children for studies
Install a screen in the office premises which gives some advt, songs etc . You can run a CD regarding your unit wherein they are shown working, their families may appear in some events....(Live media is an agency which provides free services )
Recognition of loyalty( award for attendance, long service, discipline,maximum productivity,additional qualification, educating children) in public
Introduce skill improvement sessions
Invite people from other units for interactions
Let them watch movies like "Guru", "Lagan" together, it helps in motivating and team building
I cud think of these few things immediately and so felt like sharing.
Best wishes for your future ventures,
Archana
Congratulations to you for taking over the responsibility.
We believe that all managers are HR managers and so I think you need not look out for a HR person specifically for your unit, presently.As you rightly said you may not get one immediately.
Personally, I feel that your employees may not be interested in trg as such, but would easily get associated with you and your organisation if their social interests are known and taken care of.Adding value to them may be secondary to adding value to their families- Children / spouse.
You can try to improve the quality of life at work place( good facilities for drinking water, place to have lunch, enough space to work)
Celebrate their festivals
Few activities for children( some competitions within the company premises)
Scholarships to children for studies
Install a screen in the office premises which gives some advt, songs etc . You can run a CD regarding your unit wherein they are shown working, their families may appear in some events....(Live media is an agency which provides free services )
Recognition of loyalty( award for attendance, long service, discipline,maximum productivity,additional qualification, educating children) in public
Introduce skill improvement sessions
Invite people from other units for interactions
Let them watch movies like "Guru", "Lagan" together, it helps in motivating and team building
I cud think of these few things immediately and so felt like sharing.
Best wishes for your future ventures,
Archana
Dear Mr.Amal Chaware,
Your task of motivating/leading employees becomes much more tough if your employees at shopfloor, are older and the foreman / supervisor in-charge is somewhat demotivated. It appears from your posting that you are young and this may also add to the problem when you try to interact with elderly employees in the work-place.
My suggestion is to go "slow and steady" initially and speed up the process once the message is absorbed by the employees.
Wishing you all Success!
K.Sambasivam
(M) 94434 05521.
From India, Madras
Your task of motivating/leading employees becomes much more tough if your employees at shopfloor, are older and the foreman / supervisor in-charge is somewhat demotivated. It appears from your posting that you are young and this may also add to the problem when you try to interact with elderly employees in the work-place.
- The supervisory staff needs to be addressed more frequently on the changes which you desire to bring about; the message goes to the workmen more easily.
- The workmen have to undego structured motivational training programs and your vision is to be conveyed across through these programs.
- Following these, you may think of introducing benefits like free tea, free meals, free milk in night shift etc. (if not given sofar). One our clients who had a pernniel problem of absentism, overcame it by introducing free lunch.It works till today.The workmen have to see the positive changes to start beliving them.
My suggestion is to go "slow and steady" initially and speed up the process once the message is absorbed by the employees.
Wishing you all Success!
K.Sambasivam
(M) 94434 05521.
From India, Madras
I have got more concrete feedback here than ever before. Thanks a lot, everybody. I will just detail what I have done so far and the results:
1. We are giving an attendance incentive as absenteeism is the major problem in textiles. We are paying all the wages, incentives and overtime etc. very much on time. The incentive worked quite well initially but now seems to be losing steam. My study shows that a band of people figures in the incentive list every month while most of the other people come and go. I have also noted that many people show up but are not really engaged in what they are doing.
2. I tried to introduce a scheme where we celebrated birthdays and marriage anniversaries of the people. I quickly found out that celebrating birthdays of grown ups is supposed to be "sissy" and that any M.D. who brought in such ideas, by default, had to be too soft and a "wimp". Believe me, I am not making this up but I did get a feedback like that.
3. Showing videos of good, role model units has worked well, especially with younger people. I have taken up Archana's suggestions in this matter for immediate implementation. Loyalty awards are also a great idea.
4. I have not yet introduced free lunch as of now. However, the feedback from a couple of mills I know has been quite funny. They report that the free lunch scheme became a major management issue with many offshoots like quality of food, food choices etc. being the bones of contention. I would appreciate feedback from Mr. Sambasivam on the exact arrangement by which he implemented the schemes.
5. I am, as Mr. Sambasivam pointed out, young. I appreciate the ideas of having the middle managers to get to "buy-in" my concepts. I will work on that.
6. I would be happy if I can get some feedback on how I can improve my communication skills. I am going to need a lot of that.
Once again, thanks a lot for all your encouragement and time.
From India, Jalgaon
1. We are giving an attendance incentive as absenteeism is the major problem in textiles. We are paying all the wages, incentives and overtime etc. very much on time. The incentive worked quite well initially but now seems to be losing steam. My study shows that a band of people figures in the incentive list every month while most of the other people come and go. I have also noted that many people show up but are not really engaged in what they are doing.
2. I tried to introduce a scheme where we celebrated birthdays and marriage anniversaries of the people. I quickly found out that celebrating birthdays of grown ups is supposed to be "sissy" and that any M.D. who brought in such ideas, by default, had to be too soft and a "wimp". Believe me, I am not making this up but I did get a feedback like that.
3. Showing videos of good, role model units has worked well, especially with younger people. I have taken up Archana's suggestions in this matter for immediate implementation. Loyalty awards are also a great idea.
4. I have not yet introduced free lunch as of now. However, the feedback from a couple of mills I know has been quite funny. They report that the free lunch scheme became a major management issue with many offshoots like quality of food, food choices etc. being the bones of contention. I would appreciate feedback from Mr. Sambasivam on the exact arrangement by which he implemented the schemes.
5. I am, as Mr. Sambasivam pointed out, young. I appreciate the ideas of having the middle managers to get to "buy-in" my concepts. I will work on that.
6. I would be happy if I can get some feedback on how I can improve my communication skills. I am going to need a lot of that.
Once again, thanks a lot for all your encouragement and time.
From India, Jalgaon
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