satisfaction, enhance customer relations, reduce workplace accidents, and be a great recruiting tool.


Establishing a recognition program needs to start at the top with a strategy. The program isn’t “one size fits all”, but, it should be consistently applied, respect differences within the workforce and offer relevant rewards. Don’t get caught up in designing the perfect program, but, rather, identify the behaviors that are tied to the success of the organization and then start recognizing them.


Create a Desirable Work Environment What is your business’s Unique Value Proposition?


What is the compelling


reason that an employee would want to work at your company? Is there an opportunity to master a skill that would be of interest to an employee? “People come to work not necessarily


to be happy, but for autonomy, an opportunity for mastery and fulfillment,” shared Eric Albertson, a Certified EOS Implementer. Unfortunately, Albertson has witnessed that most employers create an environment which is contrary to what the employee is seeking including arbitrary rules and double standards.


Having an opportunity to make a meaningful contribution resonates with most people, especially those talented employees that you are trying to attract and retain. In some cases, this contribution is applying a skill to his work, but in other cases, it


is


providing an opportunity to volunteer for a meaningful cause. Being mindful of the employee’s passions and interests and finding opportunities to engage those passions will provide for a deeper connection to the workplace.


Communication Employees sense mood shifts within the management team even if they don’t know the reason why and without good communication, this can lead to rumors and incorrect assumptions. If there is an issue impacting the business, explain the situation to the employees. They may have a solution that the management team hasn’t considered. Formal communication on a quarterly basis is always helpful, but, less formal communication is also valuable to keep the employees “in the know” between those meetings. Don’t be afraid of sharing too much – the more


open the communication, the more the employees grow to trust management. Businesses need employees to be fully engaged at work in order to respond to the increasingly competitive business environment. by


creating an employees feel they are


This can be achieved environment where contributing


to the greater good while also being recognized for their individual contribution. This approach will go a long way towards earning the reputation for being the employer of choice in your community.


About Julie Markee Julie Markee is a highly conscientious, detail-oriented consultant working directly with companies as a part-time Process Efficiency engineer or a full- time Interim Operations Manager. She utilizes tools from Lean Manufacturing and 6 Sigma, along with her extensive process experience to reduce complex challenges into manageable steps resulting in stream-lined processes, enhanced employee involvement and increased profitability. Learn more at www.keyprocessinnovations.com.


Have you seen our new website?


The Investment Casting Institute is proud to announce the unveiling of its newly designed website.


www.investmentcasting.org


The new site offers users a significantly enriched experience over its predecessor, with enhanced navigation and new content.


January 2018 ❘ 25 ®


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