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  1. #31
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    Re: Question for Operations / Manufacturing Types

    Quote Originally Posted by AuH2O View Post
    A should be fired. You want a team full of Bs. The first guy is a cancer that must be removed immediately. If someone is of working age and still has bad behavior you aren't changing him. In a production environment consistency and dependability are critical.
    Office Space says you do the bare minimum to get by. If A does more work and Inotech ships a few more units he doesn't see a dime.


    Quote Originally Posted by CycloneRulzzz View Post
    mtown is among the worst to ever play this game.


  2. #32
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    Re: Question for Operations / Manufacturing Types

    B also gets his TPS reports in on time. A is to busy developing his Jump to Conclusions mat. A must be destroyed.



  3. #33
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    Re: Question for Operations / Manufacturing Types

    You need to be a good manager and look deeper than output. Why do they perform the way they do? What motivates them? Don't just look at numbers look at your employees as individuals with different personalities and manage them as such. This is all relationship based. The more open and willing to help and grow your employees the more open and easier to work with they will be.



  4. #34
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    Re: Question for Operations / Manufacturing Types

    Quote Originally Posted by DIRustCohle View Post
    1. Get critical hiring advice from an internet message board.
    2. ??
    3. Profit
    FYI I just read your post in my Underpants Gnome voice.


    While on live TV, Ford used a vulgar term to describe a private part of the female anatomy, adding that he was “happily married” and “got more than enough to eat at home.”

  5. #35
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    Re: Question for Operations / Manufacturing Types

    Not sure what the answer is for the Operations/Manufacturing field. If it were sales, you keep the top producer regardless of effort. The 80/20 rule dictates.


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  6. #36
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    Re: Question for Operations / Manufacturing Types

    What does your Industrial Engineering department tell you should be a reasonably expected output for this operation?

    It sounds like you have an operation where one could reasonably expect 200 widgets per time frame. You are getting 100 and 90, so it looks like you have two problems. "A" appears to have problems with motivation, and "B" appears to need more training or may simply not possess the physical/mental skills to produce the necessary output.

    What are you paying? Are you paying top wages for that type of position, for which you should expect the best-skilled people and full output, or are you paying lower wages, in which case you might expect to get employees that don't have the skills to produce the full output?


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  7. #37
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    Re: Question for Operations / Manufacturing Types

    Quote Originally Posted by wxman1 View Post
    You need to be a good manager and look deeper than output. Why do they perform the way they do? What motivates them? Don't just look at numbers look at your employees as individuals with different personalities and manage them as such. This is all relationship based. The more open and willing to help and grow your employees the more open and easier to work with they will be.
    I found your employee handbook:



    Last edited by coolerifyoudid; 05-27-2014 at 03:46 PM. Reason: I am kidding. This is an end of the work-day bitter post

  8. #38
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    Re: Question for Operations / Manufacturing Types

    If you answer B then you are stating out loud to the world that you don't want to 'manage'. You want to sit at your desk and read Cyclone Fantatic all day at work instead of being out on the floor actually working. (oh wait... I'm still at work... looks at self in the mirror, says Dam* it)

    The answer is A every day and all day. As the owner/manager it is your job to get more out of him. Short of that you fire him and move on to the next guy who can do "100+". You never settle for 90 in business.

    I settle for 90 in my personal life and friendships, but not at work. Never.



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