If you are a leader in manufacturing right now, you are drinking from the firehose. Between the unexpected events of employees exposure or diagnosis with COVID, you are also managing material shortages and order changes at an unprecedented level. Your life right now feels especially chaotic, and there is no real antidote for that chaos.
We are starting to hear the communities think about "opening back up" after the first wave of extreme social distancing comes to a close. Employers have furloughed and laid off staff, and they are already thinking through who would be best to bring back on full time, part time, and who is a permanent departure from the team.
“The majority of blue-collar workers believe pay increases should be earned by performance as opposed to tenure.” The workforce today wants to be great at what they do. The employees want objective performance reviews, and they want to be recognized when they are adding value for the business and team. Creating a performance management system at work can be successful if you do these three things. If you miss one of the three foundations in your performance management system, you won't achieve the benefits of more engaged employees and better business results.
TL;DR: It’s all about your employees. Retain them. Engage them. Grow them.
I have a firm, fundamental belief that people come to work everyday to be great. The core inside of every person is that they want to be their best and add value to the team. No one wants to do a bad job at anything. But sometimes, your team members are underperforming their peers. You’re expecting me to say that you should cut the weakest links so that you rise the tide of performance? Nope.