The last few years have witnessed some of the worst industrial actions taken by trade unions in the workplace.
With national constitutions empowering workers to go on strike if they feel that their grievances are not addressed, employers have witnessed some of the highest levels of employee downtime while the workers have had a chance to voice their displeasure openly.
Whilst every party felt their action was justified, it’s the consumer of their goods or services that suffered. Never mind that some of the most protracted strikes (in Kenya) were in education & healthcare sectors!
Some of the critical questions to ask then are:
- Why so much waste in terms of time & productivity per man hour?
- Why such pain (in healthcare lives were lost)?
- Could the strikes have been avoided?
- Are all of the strikes justified?
- Why the mistrust?
- What can we do to make sure it doesn’t happen again?
To answer these questions I’ll take you to MDW´s™ Goal Alignment Module – the Foundation Module in the program that carries over 60% of the entire program.
Visual management and clear communication of goals / values helps bring the two parties closer hence eliminating mistrust.
The employer cascades the organization’s goals, objectives & past performance in terms of Quality, Speed, Cost, Safety, and People to every employee thereby eliminating lack of information and “mistrust “. Everyone in the organization knows how the organization is performing and what’s expected of them!
The employee is then able to measure current/ actual performance daily, weekly, monthly, quarterly etc. against past and current targets. Their challenges are communicated easily via MDW™, back to management. Management visits the shop floor and sees how the teams are doing, the challenges affecting them “before it’s too late” and assists in closing the gaps as they arise.
Employees begint to appreciate what’s feasible in terms of salary and remuneration. Employees also get to “own” the business as they come to appreciate their input and productivity determines to a great extent their employers ability for a better remuneration.
With such a clear communication cycle:
- Industrial action and mistrust become a thing of the past!
- Problem-Solving becomes an organizational culture and a joint responsibility.
- Success is recognized.
- The teams are happier.
- Productivity is increased and society at large is happy!
Try MDW™, it works!
Sources:
https://answersafrica.com/teachers-strike-incidences-in-kenya.html
https://citizentv.co.ke/news/teachers-oppose-signing-of-performance-contracts-109699/
https://www.bbc.com/news/world-africa-39271850
https://www.nation.co.ke/news/doctors–strike-rages-on/1056-3781074-p4rhunz/index.html
https://www.standardmedia.co.ke/article/2000048655/constitutional-right-to-strike-begins-to-bite
To know more about this visit:
Faith Kimani
Director in CDi - East & Central Africa Region
faith@cdi-ama.biz
One comment on “Industrial Action and Mistrust”
Faith Kimani
Theft, corruption and pilferage do affect cost of delivering goods/services, staff morale, overall profitability and eventually the sustainability of business.
For instance when the buying price of materials is inflated, items stolen from warehouses / stores or fuel pilferage taking place, the loss is bound to affect the bottom line.
However where there is visual management of activities, such problems can easily be detected and eliminated in good time, then culture change can begin to take root. Ordinarily when things are “hidden” a lot tends to happen and is swept under the carpet.
As the owner, director or manager of any business, you will benefit from our visual charts that help you to monitor your teams’ daily performance, in terms of Q, S, C, S, and P taking correcting actions before its too late!
In the same breath when your teams help you achieve your goals, you reciprocate by recognizing and rewarding their performance thereby leading to a sustainable competitive edge and improved morale and increased staff retention.
Everyone likes to be part of a winning team!