First time poster - love the casts!
My question concerns the hiring and development of first line supervisors (aka FLS's, shift leaders, or shop foreman) who work rotating shifts. I was wondering if anyone had considered the application of the manager tools down to this level - the casts seem to apply more to the manager level and up (thus the name of the show...heh). In my experiences I have noticed the following gaps:
- Poor success-rate in hiring quality candidates
- Little agreement over questions that should be asked during interviews and overall approach that should be taken to improve the hiring process
- Frequent disagreement over whether they should have a college degree
- No agreed-upon vision to develop people management skills vs. training on the processes that their direct reports run (both take time and resources)
- Perceived "separation" between the FLS's and the rest of the salaried organization - they therefore tend to blend with their directs' culture and frequently become "buddies" with their shifts/./
- Poor effort by management to develop them into into Area or Day Leaders - the move lately has been to hire engineers with no people management experience into these positions.
Any thoughts are welcome with hopes that Mike and Mark may be willing to do a cast on this topic one day!