Lean Manufacturing - Continuous Improvment
sawynia
14 Posts
We have implemented Lean Manufacturing concepts into our organization over the last 3 years. Up until now, none of our continuous improvment efforts have left us with the challenge of additional people that we no longer need. If something has, it has been 1 or 2 people that we just let natural turnover make it's move to solve the issue.
Currently we are working on a HUGE project that we are now anticipating needing to remove 9 FTE's from our staff at the onset of implementation at the end of October. In this case, the cost benefit is needed sooner than later by removing those FTE's.
Does anyone have an idea/process/system that you use that helps us deal with:
*Wanting people to still come up with continuous improvement ideas, even though it could lead to job loss (Their's and/or fellow co-workers)
*The guilt of employee's who are left behind
*Handling the communication phase from now until the end of October when the new process will go live
I'm sure there are more things I should be thinking of in terms of this, but nothing is coming to mind. Any advise/insight/processes that you can give would be most appreciated.
Thank you!
Currently we are working on a HUGE project that we are now anticipating needing to remove 9 FTE's from our staff at the onset of implementation at the end of October. In this case, the cost benefit is needed sooner than later by removing those FTE's.
Does anyone have an idea/process/system that you use that helps us deal with:
*Wanting people to still come up with continuous improvement ideas, even though it could lead to job loss (Their's and/or fellow co-workers)
*The guilt of employee's who are left behind
*Handling the communication phase from now until the end of October when the new process will go live
I'm sure there are more things I should be thinking of in terms of this, but nothing is coming to mind. Any advise/insight/processes that you can give would be most appreciated.
Thank you!
Comments
[URL]http://www.wordonemploymentlaw.com/2010/09/todays-tough-choices/[/URL]
I don't have a LOT of experience in this area, but we went through a downsizing in 2001 and this is what I learned:
Communicate, communicate, communicate. Let the employees know what you are doing and why, every step the of the way.
Help your employees find new jobs. Do you have a company you partner with a lot who might be hiring? Someone in a similar line of business? Our CEO scanned the want ads every day and even called the President of another company when she saw a job that would fit our departing employee's skills. Having the President tell the hiring HR dept. or supervisor about a possible applicant goes a long way towards getting that employee hired.
If your employees see you doing everything in your power to keep them employed, they will remain loyal, and loyal employees help you prepare for the future.
Good luck!
Nae
You can find a free white paper on HRHero called [I]Downsizing: Getting It Right From Termination to Engaging the Survivors[/I]. You can find a link to it on the home page of [url]www.hrhero.com[/url].
Sharon