How do you empower workers to solve problems?

5 whys : Example 1:Why did it happen = machine not set up properly 2: Why was the case= John wasnt trained 3:Why was John not trained = John wasn't trained because he's a new employee who's not fully signed off 4:Why was he on the machine when he's not trained = Short staffed 5:Why were you short staff = People aren't happy, cultures toxic and staff are coming and going The gap is generally well known by senior management, however there narrative is to blame middle management. Top heavy companies, who run on high productivity and low staff have high staff turnover Empowerment of employees can be a rose tinted lens in many companies Thousands of books and coach's can stress test and analyse businesses however will Mgt listen?

Antes incluso de iniciar este proceso es fundamental que los trabajadores entiendan que esperamos de ellos y sientan la confianza que tenemos en sus habilidades para avanzar en la solución de una dificultad que tenemos identificada. Si no es así serán meros espectadores del proceso y existirá falta de liderazgo natural entre los integrantes del equipo. Con el fin de que la utilización de una herramienta de resolución de problemas estándar, tipo brainstorming, 5W, 5W1H, Ishikawa, ... nos lleve a identificar bien las causas raices del problema es fundamental la implicación de las personas y que estas quieran poner al servicio del equipo los conocimientos y virtudes que tienen con el fin de alcanzar ese bien común que es el éxito.

In our analysis we use 5W+1H. 5W1H is an acronym in which every letter corresponds to a question: what, who, where, when,which and how. This technique allows you to understand a situation, to discern a problem by analysing all the aspects. If the analysis is well done , we are able to understand the root cause without going further in the analysis.

The first element of this is the ownership of the problem. Unless you own a problem you automatically feel you don’t have the power to solve your problems. Therefore in my view the most important stages of this are engagement and communication. Engagement means motivating the group to want the solve the problem ( ie owning it) and communicating the problem effectively may mean carrying out some basic root cause analysis. However this is the most critical stage as it forms the bedrock on which all future progress can be made.

Often, the majority of errors on the manufacturing floor are a result of insufficient training and documentation, not due to the assemblers as root cause initiators. Manufacturing Engineers should not only unveil these causes, but also act upon them as quickly as possible, so as to avoid/eliminate them to prevent future occurrences.

To generate solutions brainstorming is a good approach. We link the proposed solution with a benefit cost analysis to evaluate also the feasibility of the solution

To monitor the implementation of the solution a gantt tool is usefull, on it, we track the milestone and if there is any delay , we work to solve it.

Supportive leadership even if attempts are not successful. Team needs to know that their efforts are appreciated. If you're not failing, you're not trying.

It begins and ends with Trust. Employees cannot be empowered, they can choose to accept empowerment that is offered, that will only happen if the environment is right, without trust it won’t be. Problem solving is part process and part mindset. First select the people with the best mindset fit, then train the process, coach, mentor, support and yes manage them through the projects. Use the appropriate methods to guide them through the inevitable failures, and celebrate the successes. You will get results even you didn’t think were possible. You’ll develop commitment, confidence and follow-ship in your teams to a level that will delight you. Very few will understand how you achieved what you did.

The best way is to start changing the current situation from leader-follower to leader-leader. This will empower individuals to make decisions and explore options to solve problems.

It starts with Management. It must display: Integrity Trust Teamwork Passion for the customer Passion for the business. REALLY CARING FOR THE EMPLOYEES!. THEN ..they will feel empowered to help improve!

Ask for their input and thoughts. Then give them the tools, training, time to do it, and a safe environment where they can learn from mistakes and celebrate their successes! Repeat over and over again!

The first step is the simplest one — talk to them. Find out what’s bugging them and what they would do to fix the problem. Work with them to help them fix their problem. Without sounding too sounding too corny it really is the “Teach a man to fish” allegory