Is”Team Enterprise” the Answer?

Is absence the problem?

What?

Team Enterprise

Employee Systems

Continuous Improvement

Communication&

Recognition

Team working & Training

Employee Engagement

& Empowerment

Customer FocusVISION

ManagementStyle

Organisation Structures

Team Enterprise

Why?

Symptoms of the malaise

27%Accident Rate

Losses = Unhappy Shareholders!

288 p.aService Complaints

220 p.aProduct Complaints

82%OTIF

8%Absenteeism14%Staff Turnover

Team Enterprise

How?

Team Enterprise

The Power of Leaders.• 1.What Leaders pay attention to, measure and control on a

regular basis.• 2. How Leaders react to critical incidents and

organisational crises.• 3. Observed criteria by which Leaders allocate scarce

resources.• 4. Deliberate role modelling, teaching and coaching.• 5. Observed criteria by which Leaders allocate rewards

and status.• 6. Observed criteria by which Leaders recruit, select,

promote etc., organisational members.

(Schein, 2004)

Team Enterprise

As you may have gathered by now Team enterprise is all about hearts and minds. But is not just about being all soft and lovey dovey. Loose tight control e.g. clocking in. It is more Tough love

Levels of Engagement.(where are your people?)

Team Enterprise

Team Enterprise

Communica

tions

Contin

ous I

mprove

ment

Empow

ermen

t

Employ

ee S

yste

ms

Exte

rnal

Customer

Focu

s

Intern

al Custo

mer Fo

cus

Manag

emen

t Sty

le

Organ

isatio

n Structu

re

Team

Wor

k

Workin

g at Le

ighs0

10

20

30

40

50

60

70

80

90

1999 - 2009 Employee Survey Results

1999

2001

2004

2006/7

2008/9

Survey Areas

Leve

l of

agre

emen

t

Team Enterprise

AbsenceAs I have said absence

was one of the symptoms of the culture that was prevailing ten

years ago it was running at around 8% with all the consequential costs both direct and indirect to the business {now 2.45% }

Team Enterprise• The Mechanisms• Apart from paying attention to absence and measuring and monitoring including making it one of

our Team Enterprise measures reported at our monthly directors review meeting one of our major processes is return to work interviews. These are positive constructive focussed very much on what the individual and the company can do to deal with the causes of absence. They are most effective at reducing short term absence. RTW’s are monitored and chased up they do help in controlling and reducing absence. By the way we pay company sick pay from day 1. The only factors that restrict the amount and duration of company sick pay is service and length of absence. But even then we are flexible with the duration of payment depending on the nature of the individuals illness. Through measurement we focus managers attention on absence and we have tight standards of attendance failure to meet these results in disciplinary action for unauthorised absence our standard is more than two latenesses or one absence or a combination in any 4 week rolling period is a trigger for potential disciplinary action. For sickness absence we use our capability procedure.

• In terms of what might be described as ‘softer’ approaches we offer employees free flu jabs, availability of ‘street doctor’, clock onto health initiatives.

• Again our loose tight and tough love philosophy.

• We aim to adopt a very positive and constructive approach to dealing with Absence as an integral part of our overall HR Strategy – Team Enterprise. Involving the people in the design and implementation of our various polices and procedures and using their abilities.

Team Enterprise

The pay back 2000 – 2008 - 2010Measure 2000 2008 2010

Staff Turnover 14% 4% 0.5%

Training Days/Employee

0 2.82 2.46

CIT Savings 0 £600K £720K

Accidents 27% 12% 6%

Headcount 366 246 270

The pay back 2000 – 2008 - 2010Measure 2000 2008 2010

Service OFI’s 288 192 104

Product OFI’s 220 66 34

OTIF/POF 82% 95% 98%

Lts/Person 19446 38606 28994

Turnover/Person £71792 £170033 £120268

ROS -5.4% 7.3% -7.0%

ROCE -15.4% 20.8% -17.7%

Team Enterprise

8% in 20002.45% in 2011

Team Enterprise

?% in 20000.1% in 2011

What about work related stress?