How to Engineer Crew Performance

Editor's Notes

• #2: Hi everyone! I was scheduled to speak on “Generations at Work.” However, I wasn’t sure how useful that would be by itself. Martin was kind enough to let me change topics. Instead we will touch on generations at work, and focus on the secrets of how to engineer crew performance. I promise this session will be interesting and practical. Are you in? [POLL]: Before we start, how many of you know an engineer at ColasCanada? [raise hand] Your engineers design roads, paving processes and asphalt compounds. I’m an Engineer of performance and productivity at work. We’re going to talk about factors involved with performance, AND how to make them work for you.
• #3: Today we’re going to talk about performance areas, performance factors with the Behavior Engineering Model (and yes that IS the real name of it), and discuss recommendations along the way. [POLL] Sound good? [Yes]
• #4: I refer to the performance areas as “the three Ws”. In thinking about work performance problems, it’s easy to point the finger at the employee. It’s important to realize people’s performance is related to the workplace, the work itself and the worker. Work groups and relationships impact performance too. First we’ll look at some workplace expectations at ColasCanada.
• #5: Taken from Colas’ website, company expectations include: having skilled, experienced workers, and always working to achieve higher levels of performance.
• #6: Clearly safety is important at ColasCanada as shown by its commitment to with training, PPE and tracking safe days.
• #7: Under the Occupational Health and Safety (OHS) Act , managers and supervisors must ensure workers are working safely ( http://www.ccohs.ca/oshanswers/legisl/responsi.html ). This includes making sure PPE is used, people are aware of hazards, and informed about all reasonable precautions for safe work. [QUESTION] Can I have a couple of examples of what you do daily to you ensure your crew’s safety?
• #8: Besides safety, Colas’ values include: 1) Respect for self and others, 2) having Trust in work relationships, and 3) accepting Responsibility for decisions and action. Clear and respectful communication promotes trust for taking responsibility . [Click] Has anyone got an example of how these are shown at work?
• #9: Other Colas values include role-modelling or being a good example of work quality and professionalism. And being humble and open-minded means allowing different opinions and learning from others.
• #10: Workplaces today have people of all ages in them. Two groups are the Baby Boomers and Generation Xers. Their age ranges are shown here. Different generations grew up with different experiences, expectations and technologies, so conflict can arise from differences in work style or values. [POLL]: How many of you are Baby Boomers? How many are Gen Xers? (that’s my group too!)
• #11: There are also younger workers, ages 31 and under, often referred to as “Millennials” or “Generation Y” (the letter or the question) [QUESTION]: Are there any Millennial supervisors here? Not yet/many, but one day these guys will become the next generation of supervisors. They are still developing and need knowledge and so they can follow in your boots. [Poll]: How many of you have had challenges supervising a Millennial worker? Examples?
• #12: It’s often said that “Baby Boomer” workers respect authority, and are loyal hard workers who see technology as a tool. For many of them, feedback was not verbal but rather shown as higher pay, moving up, or recognition. [QUESTION] Boomers, do these traits seem like you? Anything that you disagree with?
• #13: Gen Xers can be questioning of authority, are often career focused, and appreciate technology for efficient work or connecting . They tend to want to know how they’re doing through supervisory feedback. This group can be impatient or cynical, questioning traditions. Many of Gen Xers (including me) saw their parents laid off after years of loyalty, and now question long-term loyalty to a company themselves. [QUESTION] Do any Gen Xers here sees these traits in themselves? Any you disagree with?
• #14: The traits often associated with those 31 and under or Generation Y (Millennials) are these [Read] Millennials are the generation that grew up in the age of technology and human rights. They expect mutual respect from authority, work-life balance, and are more questioning and critical than Generation X. Millennials tend to need more reassurance, feedback and training. They are seen as valuing meaningful work with a connection between their role and the company’s big picture [POLL] How many of you have millennial crew members? Is there anything you an relate to in particular? Anyone know young adults who DON’T fit this category? (i.e. NOT tech savvy, feedback hungry, work-life balanced)
• #15: Let’s look at examples of conflict from different views. [Read] [QUESTION] Who’s seen this issue? What would be an effective and respectful response? Great, thank you. [CLICK] Another example would be…
• #16: [Read] Nod if this sounds familiar [nod head]. One thing often said about workers today is that they need things spelled out specifically and clearly , or they won’t deliver. That takes time and it could be a need from living in a very information rich world today. [Question] Who has a helpful response to this guy ? It’s best to avoid “the blame game” and keeps emotions in check, because anger threatens performance and morale. [click] Here’s another response…
• #17: While there are some truths to generation trends, it’s important NOT to stereotype workers by age. Some traits don’t hold true for everyone in a group: It’s important to focus on teamwork, respectful communication and clear expectations . It’s important to recognize that each person has strengths and plays a role in company success.. Some employees fit their generational tendencies, other will not. For example, my 72 year old mother works full-time and is very tech savvy compared to most of her friends her age.
• #18: Now I’m going to ask you turn to your co-worker beside you. You’re going to discuss about why these supervisor tips would help worker performance. I’ll give you 3 mins and then we’ll share a few answers with the larger group. Makes sense [Think & Share] [Click] Here are three more tips for supervisors that improve performance. Could someone give me an example of when you might offer a reason for something? How might clear instructions and feedback help crew performance? Why coach your crew while they are doing a job? Great, thanks. These tips apply ALL Workers.
• #19: Here are some general rules of thumb for improving work. Having a bit of fun at work such as bringing donuts for coffee on a Friday can help keep morale up by helping workers feel happier at work.
• #20: Here`s a fitting piece of advice from a workplace motivation expert. [Read]
• #21: Here are two sample questions to see if employee(s) need more information or feedback. This environmental factor is “the lowest-hanging fruit” for leveraging performance improvement. It is a good idea to ask open questions not closed questions (need only a yes or no answer). Closed questions often lead to a “yes” to avoid embarrassment.
• #22: Training is an important piece of the performance puzzle. Having the knowledge and skills needed for a job promotes safe work. Under Bill C45 Supervisors directing the work of others can be sued under the Criminal Code if they do NOT ensuring safe work. Training also helps workers limit or avoid waste of materials , time or other resources by doing it right the first time . Meeting production and quality targets is supported when workers learn to do things properly. And, increasing know-how or crew competence helps workrers and the whole company get better results .
• #23: [Read] What supervisor behavior demotivates workers? (volunteered answers) A few more demotivators include: criticism, reprimands, unknowns, no appreciation..
• #24: Besides handing someone a chocolate bar, what do you say that motivates your crew Examples (Say): “Good work guys”, “That’s much better this time”, “What do you guys think?”, “Any suggestions?”, “Come on team!”, “Thanks.”
• #25: Ultimately you want to [Read] … for you, your crew, and ColasCanada. Any questions or comments?