Page 7 - Fedral Mogul News Collection

What Do You Think Of It So Far? - continued from page 3 Issue 1 - Bradford United News

What’s Key Goals Business Plan
Confusing?
In one way or another, the Key Goals Plan covers every area of dissatisfaction also
In any raised in this survey and has put clear objectives and action plans into place for
survey, the results improvements against each item.
can throw up some The Key Goals plan is not just a bit weeks and anyone who wants to have a
contradictory conclusions of paper but is a major tool in actively look at the detail can dial into the
which don’t seem to changing those areas of the business electronic bulletin board on their pc (and
make sense. For ex- where we need to improve – be it in the we know everyone hasn’t easy access to
ample, a very healthy operational areas of the company such a pc but we’re working on it) and see the
chunk of you, 70% of as customer service, picking and packing, plan exactly as it is presented to the
respondents, agreed cost management, returns procedures, or directors, along with full summaries of
that, all things considered, in people issues, including training, action plans for improvements. This
the company is a good reward and recognition and keeping includes a comments page where anyone
place to work (question 1) people informed. can write in their own comment or
but only 50% would rec- The Plan is up-dated every three suggestions for improvement.
ommend it to friends as
a good place to work
(question 17). Sixty-nine per cent of you Local Employee Survey
think the company has a clear vision for its
future development (question 27) yet only
37% have an optimistic view of your own It is extremely unlikely that Federal-Mogul will conduct
place in that future (question 31). a corporate employee survey more often than once every
two years – the administrative implications are just too
huge. However, that’s just too long to wait to see if things
are improving so we’ve devised a local survey. It is much
shorter, only 30 questions and six categories, but each one
relates directly to a key area, highlighted in the Key Goals
Plan under Key Goal 3 - Create a working environment which
promotes job satisfaction and develops the potential of em-
ployees – which we intend to conduct on a quarterly basis.
There are 10 rating slots against each of the 30 questions
to provide a finely tuned view of exactly how you feel about what it’s like to work here.
The results will be published on the bulletin board as an Employee Satisfaction Index
(really just a score out of the possible 300 points). As soon as the first results are known,
that will enable us to put down a target for improvement – both overall and against each
category (for example, training) individually.
If that score doesn’t show improve-
What’s Easy To The overall satisfaction rating of the ment, between one quarter and the next
question relating to the survey, produced
Misinterpret? the second most favourable result at 62%. then, either we’ re not doing what is in the
plan or, we’re not doing it fast enough or,
So, no problem there then? Well, not ex- we’re not doing it well enough or, we’ve
actly. Digging into the individual questions – and picked the wrong area entirely on which to
this is one of the categories that only has three questions concentrate the improvement activity.
to it (always a potential minefield statistically) – you see that Whatever the results – you’ll be able
two questions specifically relate to whether or not respond- to see exactly what the score is and make
ents believe that the survey itself was a good way of com- your own judgements as to the success of
municating with top management, both at the global, Fed- the improvement activity underway.
eral-Mogul, level and with local management.
The response was overwhelmingly favourable at 80%
and 75%. But, the real kicker comes in the third ques- Create a working
tion – which asked whether people believed that there
would be some positive changes on site as a result of the environment
survey. Nearly 70% believed the answer to that was no which promotes job
or else were neutral and only 31% thought there would
be positive changes. So, on the real crunch issue – is the satisfaction and
survey of any use to anyone other than as a statistical develops the potential
exercise – the answer is, probably, no.
The task now is to turn that belief around so that the answer becomes, of employees.
probably, yes – positive changes will come about as a result of this survey.
The survey has identified some critical Then it’s up to you to get involved. Don’t
What’s Going is that a lot already has changed or is in the sit on the sidelines grumbling – open your
areas which must improve but, the good news
To Change?
mouth and put your oar in. Put your comments
process of changing.
on the bulletin board, lobby Council members
So, although the overall results of the
survey are disappointing in that so many people
director in the corridor, ask awkward
felt negative about some pretty fundamental issues in to make their representations, nobble a
and around the business, there is some encouraging news. questions at the monthly brief, go to a
There is nothing that is raised as an issue in the survey that had not birthday buffet and make waves.
already been identified by the directors and, separately, by the whole Use your voice to make 7
management team, during the preparatory work during September and
October which resulted in the creation of the Key Goals Business Plan. a difference.