Is”Team Enterprise” the Answer?

1. Is”Team Enterprise” the Answer? Is absence the problem?

2. Team Enterprise What?

3. Team working & Training Organisation Structures Employee Systems Continuous Improvement Customer Focus VISION Communication & Recognition Employee Engagement & Empowerment Management Style

4. Team Enterprise Why?

5. Staff Turnover 14% Absenteeism 8% OTIF 82% Service Complaints 288 p.a Product Complaints 220 p.a Accident Rate 27% Losses = Unhappy Shareholders! Symptoms of the malaise

6. Team Enterprise How?

7. Team Enterprise

8. The Power of Leaders. • 1.What Leaders pay attention to, measure and control on a regular basis. • 2. How Leaders react to critical incidents and organisational crises. • 3. Observed criteria by which Leaders allocate scarce resources. • 4. Deliberate role modelling, teaching and coaching. • 5. Observed criteria by which Leaders allocate rewards and status. • 6. Observed criteria by which Leaders recruit, select, promote etc., organisational members. (Schein, 2004)

9. Team Enterprise As you may have gathered by now Team enterprise is all about hearts and minds. But is not just about being all soft and lovey dovey. Loose tight control e.g. clocking in. It is more Tough love

10. Team Enterprise Levels of Engagement.(where are your people?)

11. Team Enterprise

12. Team Enterprise Absence As I have said absence was one of the symptoms of the culture that was prevailing ten years ago it was running at around 8% with all the consequential costs both direct and indirect to the business {now 2.45% }

13. Team Enterprise • The Mechanisms • Apart from paying attention to absence and measuring and monitoring including making it one of our Team Enterprise measures reported at our monthly directors review meeting one of our major processes is return to work interviews. These are positive constructive focussed very much on what the individual and the company can do to deal with the causes of absence. They are most effective at reducing short term absence. RTW’s are monitored and chased up they do help in controlling and reducing absence. By the way we pay company sick pay from day 1. The only factors that restrict the amount and duration of company sick pay is service and length of absence. But even then we are flexible with the duration of payment depending on the nature of the individuals illness. Through measurement we focus managers attention on absence and we have tight standards of attendance failure to meet these results in disciplinary action for unauthorised absence our standard is more than two latenesses or one absence or a combination in any 4 week rolling period is a trigger for potential disciplinary action. For sickness absence we use our capability procedure. • In terms of what might be described as ‘softer’ approaches we offer employees free flu jabs, availability of ‘street doctor’, clock onto health initiatives. • Again our loose tight and tough love philosophy.

14. Team Enterprise • We aim to adopt a very positive and constructive approach to dealing with Absence as an integral part of our overall HR Strategy – Team Enterprise. Involving the people in the design and implementation of our various polices and procedures and using their abilities.

15. The pay back 2000 – 2008 - 2010

16. The pay back 2000 – 2008 - 2010

17. Team Enterprise 8% in 2000 2.45% in 2011

18. Team Enterprise What about work related stress? ?% in 2000 0.1% in 2011