Unusual opportunity.

I have been proposed with a unique opportunity that I am excited about but also apprehensive about at the same time. My employer has been through several buyouts and restructurings to fit new ownership. This has lead to a lot of growing pains, and even a few admissions that possibly wrong people have been advanced. I'm not sure if it is because I am an opinionated jerk or an unfiltered fool, but I have been proposed by HR with an opportunity to be a liaison between management and floor production. Part of it would be listening to and informing management of issues employees don't feel comfortable addressing in person to direct management. Part 2 is what I am asking your help with. What are things that your employers have done or if you are an employer have you done to boost morale and keep a team feeling? What ideas, within reason, do you have that would boost a persons feeling that you are actually valued by the employer and that your longevity as an employee is wanted and being rewarded? I am unsure if I will take this and it is just in the preliminary stages of creation and talks without any sure details yet, so I have a long time to ponder this possibility. I just want some ammo if they ask what i have in my clip. . TIA!

 

Could be a good thing or you will get beat up by the employees on one side and management on the other. think about it long and hard.

 

Run.............run quickly away from that offer, and don't look back. That is a no-win exercise that will potentially bite your arse from 2 directions. That is if you are not into self-inflicted pain. You will become the loser either way. Just my .02 cents.

 

I'm on the side of major caution, or downright fight or flight response . Might start out with the best of intentions, but I don't see it lasting.
Ever been in a fight with more than one person? You'll be the one in the middle taking shots from both sides.
Yes, I'm jaded....from YEARS, no......decades of employment.

 

The number one reason people keep working at a place is health insurance. Make sure the benefit is good, and that they understand how good it is and how to use it. This obviously is not cheap for the employer, but will retain employees.

 

Sounds like a promotion to me.

Sounds trivial but make sure you get a title.(production supervisor/foreman/operations manager etc) It will not only help in climbing the "career ladder" but it will make doing your new job easier if there is contraversey. Even if there isn't a raise or substantial raise you can take your title with you somewhere else for one.
You have to think that they chose you rather than Somone else from inside or externally hire some college grad dipchite.

Once you move to management, you don't do so many monotonous tasks anymore, you deal with stupid people problems

From personal experience, management isn't for everyone, and it helps if you really understand the industry AND like it or at least dont hate it!. Alot of people work in a industry or job they hate or worse don't understand, but that's most of us!....
insert "my idiot boss"-weve all had them!


Some positions are also "whipping boy" positions. Your there to eat sh!t and take the blame.
Just food for thought.

That's where the right "fit" comes in. Some companies want slave drivers some want yes men etc.

 

Greenstick we've had a similar situation here and actually created the new position a few years ago. She is a former teacher and more or less among a few other things a liaison between the entire school district staff and the technology department. She is kinda our eyes and ears out in the field and reports back of any majors issues, things we can improve on or look to implement to help better provide technology in the classroom and as a district. Us techies speak greek sometimes and a lot of our staff is intimidated by technology. She also provides training to staff on some technologies. Being she is a former teacher at this district for many many years she has the respect of most all staff members. From our end its a welcome in between to relay information or how things are suppose to flow. She don't take much heat from our end at all, I cannot speak for the teacher end but I highly doubt it as it gives them a voice.

As for providing moral to the staff, for me it listening and getting management to hear and do what most of the employees are asking for. The employees are the ones the trenches, they see what the best way is to resolve the task, speed the task up or whatever it that needs to be done. When employees see management actually listening and providing them with tools needed to do the job more effective, you have the start of a winning combination. This position alone provides a small moral boost because it gives the regular Joe employee a voice and someone to talk to about issues and or problems. Among better healthcare, increased salary, overtime, more vaca/sick time or holidays off, etc.... for boasting moral I think training is a good one as well. If the company spends a few bucks to send folks to be trained or brings someone in to train on something or provide some further education in the that industry that is always a good moral boast IMO!

 

As a leader, one should invest time and effort to get to know their employees professionally and personally to a point. Don’t just do that and think that’s it. Continually talk with employees and be visible! Help them. It’s all about the relationships. Celebrate the small victories and be positive. When everything is going smooth, it because of your employees. Let them know that. And when things are going badly, it’s because of the leader. Let them know that as well.

Good luck!

 

When companies reorganize, management is the first thing that gets cut. They often leave the worker bees alone. I have seen this first hand over and over. when they do it, they dismiss the individual and then walk them to the exit. No time for saying goodby. I have seen this to workers who have dedicated many years of their lives only to be left on the sidewalk. Management has no protection. no unions etc. I would be very certain about the job description. How long they intend to keep the position etc.

 

My employer has this position, called an Ombudsman, it works well although I work for a non profit so that might have something to do with it. I say give it a try, keep an open mind and be fair to everyone.

 

Think about being married to two wives, with different let's say "tastes". Both will be usually right and justified in what they request. But only one has control of the money. Let the games begin.

 

Just to be clear, its not a for sure position yet but in the making, until yesterday maybe. Things are so secret and being driven harder even though the wheels are falling off, but there is a glimmer of hope. With our current restructuring one of the big guys that has been at the reigns and promoted by the buddy system was just contacted by our new corporate overlord and informed he needs to shape up, the big promotion you were given just before the restructuring is taken away and your authority is reduced, or there is the door. About 200 of us are hoping that maybe finally someone big could see and cares enough to end the corporate neglect/abuse that has destroyed the morale and recruitment reputation of our workplace. Maybe just maybe there is a glimmer of hope.

 

While I think you're going to be a scratching post between management and labor, I think some people are fine being in the position. Personally, I'm not the person for such a job.

That being said.....our company trains managers to acknowledge the contribution employees make with frequent 'thank you's and a group thank you at the end of every shift. It sounds trivial but it doesn't leave people wondering if they're doing a bad job or if a manager/lead hand is ticked off with them. If there is a problem, the goal is to constructively correct the issue, not to place blame or dwell on it. I've seen this approach motivate people to be better quite a bit.