Treadway Tire Outline

Respect, Training and Potential Advancement are key to overall job satisfaction

Problems

Lack of Respect:

Hourly employees feel that line foreman do not respect them. Do not understand how hard their job is and expect workers to drop everything and do exactly what they say immediately

Lack of Line Foreman Training

Many line foreman do not have the adequate skill or experience before they are added to the line. (See quite from Robert Henry)

Lack of Training for Advancement:

“My Line Foreman just don’t see any way to move up at Lima” General Supervisor Tom Hamilton

Solutions:

Ways to avoid:

More flexible shifts for hourly workers

More organized and coordinated training program

Lower pressure on line foreman to achieve results when certain factors simply are out of their control

Decrease Lima Turnover:

Enhance Employee Communication and Connections

-Mentors

-Teambuilding between workers, foreman and supervisors

-Recognize positive output and achievement

Lessen Employee Sacrifice

-Provide additional financial and non-financial incentives

-Shorten hourly worker shifts

- Lower pressure on line foreman to achieve results when certain factors simply are out of their control

Improve Employee Job Fit

-Give foreman more authority and let them know their rights as foreman

-Provide opportunity for internal employee advancement by balancing hiring

-Hire based on worker compatibility/job fit

Lowering turnover is achieved through a variety of factors and not just financial benefits. Ashley wall must put together a plan that improves worker satisfaction using non-financial factors as previously described. Simply throwing money at the problem only to have the budget cut later will not solve the problem in the long-term. Improving, training, building respect, lessening worker sacrifice and improving worker communication/coordination are all factors that can be improved and that employees will support and trust.

Final recommendations:

Balance...