Management Help Needed

[J-Roc]

Hi guys!

Haven't posted on here in a while. I have a new position. I've got about fifteen people working under me now, and I need help.

There seems to be a lack of motivation to better themselves, as well as a general lack of respect/ ownership, etc. Being an oil company, we look after very expensive equipment, and production and safety are very important.

Does anyone have any team building ideas, or thoughts on how to increase individual accountability without making it seem like the management is overly harsh? I don't want to lose the great working environment we have, i'd just like to make everyone more accountable.

Thanks!

 

[trigger fish]

Incentives incentives incentives.
If you want them to do more then offer more.

 

[allied1]

I agree with incentives. Find a way to track team productivity not just individual productivity by percentage points. Reward team increases only as a team then every one on the team will hold each other accountable. If you have a checks and balances system internally with in your team, life gets easier.

 

[treemagnet03]

You might also try rotating who is in charge of certain tasks each wk/month etc. That way it keeps things fresh for the team, they can understand the importance of each task, and they may find themselves feeling more responsible for making sure that aspect is done correctly. Several studies done on the psychology of improving work place efficiency show that the only way to make things better is with incentives, not with punishments (though obviously a stupid move might be best suited with the boot). Have fun herding cats!

 

[chas57006]

Metrics need to be measurable.

Also try to tie all of the metrics together, safety, productivity, equipment repair, etc.

As previously stated doing this as a team is the way to go.

 

[J-Roc]

Thanks guys!

Lots of good info here! The issue isn't getting them to neccesarily take on more responsibility, but rather, be accountable for the items that are listed in thier contracts/ job description. Call me old school, but I can't see getting incentives for doing what you got hired to do. I can, however, see incentives for going above and beyond.....

 

[PJ-Hunter]

Thanks guys!

Lots of good info here! The issue isn't getting them to neccesarily take on more responsibility, but rather, be accountable for the items that are listed in thier contracts/ job description. Call me old school, but I can't see getting incentives for doing what you got hired to do. I can, however, see incentives for going above and beyond.....

I also work for a large company. We tend to believe here that if an individual doesn't want to do the job that they were hired to do at the level they were hired to do it at, then they get a write up, if it continues, Strike 2, obviously they get to 3, bye bye. Then we hire somebody else who will be more than happy to do the job.

Being in MGMT myself, albeit I'm not very high up on the MGMT pole I believe that cookies and shiny stars are for kindegartners, not grown men. Discipline is the key. Maybe a warning and unpaid days leave as a predecessor to Write up #1 might serve as enough incentive to do the job they were asssigned. The only rewards that I'd ever offer is for going above and beyond. That would come up in the annual or bi-annual review, resulting in a request for salary or wage increase, possibly some extra time off. If you start rewarding them for doing their actual job, then they come to expect it and think of you as a softy boss and wouldn't have the respect you deserved.

Remember you are the boss, not their good ol' buddy-pal.

 

[rmkMatt]

Incentives to do the job they were hired to do breeds a monster you can't control. I've done that before and regretted it big time. The best way I've found to keep things running smooth and everyone doing their job is to have clear definitions of what everyone's responsibility is, including yours. That's been important for me.

 

[J-Roc]

Absolutely stellar advice here guys!

It's a small town, and a lot of my guys were hired on because they know me/ sledding buddies/ neighbors/ etc. I always tell them that when we are in the field, my work hat is on. I think it's tough, but fair. Can't pick favourites.

We have implemented a checklist of sorts, with a clearly defined rating system. Perfect score of 100 marks if your unit is perfect, clean, running right, etc. We deduct points for equipment not running right, down, leaks, messy areas, setpoints that are not being controlled properly, etc. It's a weekly inspection, and gets emailed to everyone. I believe it will breed responsibility, accountability, and maybe some friendly competition.

The results remain to be seen.....

Thoughts on how this will work?

Highest score yet was 70%, and he is a great new English fellow that has never operated before! I just think his attention to detail is really where he will shine. You can train skill, can't train attitude.