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  • As Lean Persuasion

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    Arjan Stander
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    Employees are often resistant to change unless it provides clear benefits like increased pay or time off. When implementing lean, companies should plan short, consistent communication messages to address employee questions and explain why changes are needed to improve flawed processes, not criticize employees. This informal approach can help build understanding and support for lean while reassuring workers that the changes are for the good of the company. Effective communication is key to gaining employee buy-in that is essential for successful lean transformations.

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    20110310 as Lean Persuasion

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    Employees are often resistant to change unless it provides clear benefits like increased pay or time off. When implementing lean, companies should plan short, consistent communication messages to address employee questions and explain why changes are needed to improve flawed processes, not criticize employees. This informal approach can help build understanding and support for lean while reassuring workers that the changes are for the good of the company. Effective communication is key to gaining employee buy-in that is essential for successful lean transformations.

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    Download as PDF, TXT or read online from Scribd
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    6 views2 pages

    As Lean Persuasion

    Uploaded by

    Arjan Stander
    Employees are often resistant to change unless it provides clear benefits like increased pay or time off. When implementing lean, companies should plan short, consistent communication messages to address employee questions and explain why changes are needed to improve flawed processes, not criticize employees. This informal approach can help build understanding and support for lean while reassuring workers that the changes are for the good of the company. Effective communication is key to gaining employee buy-in that is essential for successful lean transformations.

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    Attribution Non-Commercial (BY-NC)
    Download as PDF, TXT or read online from Scribd
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    of 2

    Participation in a program (43%) Completing a program (38%) Signing up for or enrolling in a program (25%) Achieving outcomes/goals during a program

    ram (16%) Achieving outcomes/goals after a program (12%) Maintaining outcomes/goals after a program (6%) Leading groups to participate in a program (2%) Recruiting others into a program (1%). The results show that incentives offered by large employers are broad and still evolving, says Michael Dermer, president and CEO of IncentOne. Success in health and wellness programs will require employee engagement and motivation over time. That suggests a need for a combination of incentive design strategies and effective employee communication techniques that are tailored to a company and its employee culture.

    lean persuasion
    are Employeesresistant naturally to change. Unless a company is announcing pay increases for all, or more vacation time, no news is usually good news for most workers.thats why when companies first introduce lean into their operations, its often necessary to gain buy-in from the staff to facilitate real change. Drives and controls manufacturer Bosch Rexroth Corp. along with lean manufacturing expert jamie Flinchbaugh have developed tips on ways companies can win employees acceptance of lean.they suggest that employers involved in lean implementations: Plan a common 90-second to threeminute standard communication message that will leave a lasting impression with workers.this can help answer questions employees have about the implementation. It also can be presented in an informal setting such as the cafeteria. Use the informal time to explain what will change and why its necessary rather than as a teaching session. Make these messages consistent to build understanding and support from employees. Ensure the staff understands that lean is being implemented because the process is flawed; not the employees doing the work. Flinchbaugh and Bosch Rexroth offer more suggestions at www. boschrexroth-us.com/ leanpodcast.

    I W i s e p t e m be r 2 0 0 8 i w w w. i n d u s t ry w e e k . c o m

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