dfwcanes's picture Submitted by dfwcanes on
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Career Management

just listened to the change podcast.. I almost made the mistake of just pushing this change through.

 

I' m part of a technical production environment that is in desperate need to cycle time improvement. My boss has listed this as a top project of the year.

Our current operations is a team of 20 (by far largest team in facility) techs with one team lead.

The team repairs Line replaceable units(LRU), and its components.  The group also repairs spare components to be used in the LRU's.Often times the spare components recieve little attention until they are needed. 

My boss has tasked me with splitting the group up. 1 team for LRU repairs, and 1team for spare components.

 Spare components would get more visibilty on its own produciton board, someone would be assigned to work the spare components daily. Plus the teams would be more manageable when split in size.

The techs will not be too happy about this, some of the concerns will be, How do you decided which team I am on. Spare component repair is harder. I like workiing both spares and LRUs, I don't want to get stuck on one team. Things are working fine, why change. We will have bottle necks on equipment, since both LRU and Spare components use the same test equipment. What happens if the spare component work is low, i will be out of work. I have been working of this product forever, now I have to change to something new.

Any suggestion on using emotional persuasion would be great.

Thanks

dmb41carter36's picture
Submitted by dmb41carter36 on Friday February 10th, 2012 7:10 pm

I am confused, what are the options you are debating? I know this was last year, so how did it work out?

Mark's picture
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Submitted by Mark on Friday February 10th, 2012 10:51 pm

Start now meeting with everyone and asking for input.  Ask them what they think, in small groups if you like, and DEFINITELY one on one.  Put to them that the boss wants improvement, and you think "we all can do better."  Ask what they think could be done to change things. 

In the 1-to-1 meetings, more than you think will agree with the splitting up.  Some might even volunteer.  Maybe what you'll learn is compensation might warrant a look for those who are willing to make the move.

Ask, ask, ask.  Get everyone's input, and pull it all together, and think about it.  Avoid jumping to conclusions.  Then ask again.

Tell me what you get, and I'll help from there.  If you haven't heard here within 24 hours, send it to showAT email address.

Mark