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What are the best ways to empower frontline employees in operational planning?

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Operational planning is the process of setting goals, allocating resources, and designing workflows for the day-to-day activities of an organization. It is crucial for ensuring efficiency, quality, and customer satisfaction. However, operational planning cannot be done effectively without the input and involvement of frontline employees, who are the ones who execute the tasks, interact with the customers, and face the challenges on the ground. How can you empower your frontline employees in operational planning and make them feel valued, motivated, and engaged? Here are some best practices to follow.

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Bob Forshay,CPIM, CSCP, CLTD, CLM, CSCA, CSCM, CSCTA

SupplyChainPro2Know at Mastermind Group, LLC - Consulting, Training & Education/Certification

1 Involve them in decision-making

One of the best ways to empower frontline employees in operational planning is to involve them in decision-making. This means soliciting their feedback, ideas, and suggestions on how to improve the processes, procedures, and policies that affect their work. It also means giving them some autonomy and flexibility to make choices and adjustments within certain parameters and guidelines. By involving frontline employees in decision-making, you can tap into their insights, experience, and creativity, and foster a sense of ownership and responsibility for the outcomes.

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Bob Forshay,CPIM, CSCP, CLTD, CLM, CSCA, CSCM, CSCTA

SupplyChainPro2Know at Mastermind Group, LLC - Consulting, Training & Education/Certification
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The ability to engage and empower front line employees is key to faster success. Especially in the arena of operational planning. Strategic planning is important but not always effective when we are not executing. Strategy Delivery needs to be a core element with deadlines and objectives clearly articulated to all employees. That requires better communication and awareness, enabling the empowered employee. In a management survey on strategic objectives, we polled over 100 firms. One question was; "how well do your employees understand and are able to implement your firm's strategic objectives?" C suite said yes only 62%. Managers said yes, only 17%. Front line employees said yes 25%. This demonstrates the gap we have.

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2 Communicate clearly and frequently

Another way to empower frontline employees in operational planning is to communicate clearly and frequently with them. This means sharing the vision, mission, and objectives of the organization and how their work contributes to them. It also means explaining the rationale and expectations behind the operational plans and how they will be measured and evaluated. Moreover, it means providing regular feedback, recognition, and support to frontline employees and addressing any issues or concerns they may have. By communicating clearly and frequently with frontline employees, you can build trust, alignment, and collaboration, and enhance their performance and satisfaction.

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Bob Forshay,CPIM, CSCP, CLTD, CLM, CSCA, CSCM, CSCTA

SupplyChainPro2Know at Mastermind Group, LLC - Consulting, Training & Education/Certification
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Communication takes work from the leader side to provide more opportunity for input from the follower side. When we create the environment for employee empowered engagement, we actively seek, and reward participation, as well as results. Other employees see positive outcomes and step up as well. Results also will be more complete and accurate as well. Providing opportunity for employee participation demonstrates we value input. And usually we are getting first hand knowledge from the front line employees, not acccessible by senior management who are not hands on in a process. Because humans need reinforcement, we need to proactively drive this engagement. Demings 14 points of management showed this starting with "drive out fear".

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3 Provide training and development opportunities

A third way to empower frontline employees in operational planning is to provide training and development opportunities for them. This means offering them access to relevant and up-to-date information, tools, and resources that can help them perform their tasks more efficiently and effectively. It also means enabling them to learn new skills, acquire new knowledge, and expand their competencies and capabilities. Furthermore, it means creating a culture of continuous improvement and innovation that encourages frontline employees to experiment, learn, and grow. By providing training and development opportunities for frontline employees, you can boost their confidence, competence, and career prospects.

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Bob Forshay,CPIM, CSCP, CLTD, CLM, CSCA, CSCM, CSCTA

SupplyChainPro2Know at Mastermind Group, LLC - Consulting, Training & Education/Certification
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Training is critical. PPT. People, process followed by technology. All business gains from from people executing well. Sometimes leaders lament, what happens if I invest in people and they leave? There is an unresolved issue in that environment worth exploring. The opposite is even more critical, what happens if you don't invest in your people and they stay? You are doomed to mediocre performance. When I help firms with training in supply chain, we often employ business simulation. High powered decision making provides a shorter learning curve when you quickly see the results, with zero real cost of the learning process and no risk.

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4 Empower them to solve problems and overcome challenges

A fourth way to empower frontline employees in operational planning is to empower them to solve problems and overcome challenges that they encounter in their work. This means empowering them to identify, analyze, and resolve issues that affect their productivity, quality, or customer satisfaction. It also means empowering them to propose and implement solutions that can improve the operational processes, procedures, or policies. Additionally, it means empowering them to escalate and communicate problems and challenges that are beyond their scope or authority. By empowering frontline employees to solve problems and overcome challenges, you can enhance their critical thinking, creativity, and resilience.

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Bob Forshay,CPIM, CSCP, CLTD, CLM, CSCA, CSCM, CSCTA

SupplyChainPro2Know at Mastermind Group, LLC - Consulting, Training & Education/Certification
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One important aspect of improving any business process is "respect for people". When we provide the learning opportunity, and the responsibility to drive results from new behaviors, coupled with meaningful reward for performance, we always see positive outcomes, often dramactic. An example; corrective maintenance means we step aside and let the repair shop deal with fixing our problem. Instead, train front line operators to handle the tasks, calibrating, programming, maintaining. Then reward them as they take more ownership of the operation and improved "UP TIME" from better results. Subtle but valuable change realizes significant gains.

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5 Encourage them to collaborate and share best practices

A fifth way to empower frontline employees in operational planning is to encourage them to collaborate and share best practices with their peers, managers, and other stakeholders. This means creating opportunities and platforms for frontline employees to exchange information, ideas, and feedback with each other and with other teams or departments. It also means fostering a culture of teamwork, cooperation, and mutual support that values diversity, inclusion, and respect. Moreover, it means recognizing and rewarding frontline employees who demonstrate exemplary collaboration and sharing of best practices. By encouraging frontline employees to collaborate and share best practices, you can leverage their collective wisdom, skills, and experience.

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6 Align their goals and incentives with the operational plans

A sixth way to empower frontline employees in operational planning is to align their goals and incentives with the operational plans. This means setting clear, specific, and measurable goals for frontline employees that are aligned with the operational objectives and indicators. It also means designing and implementing fair, transparent, and motivating incentive schemes that reward frontline employees for achieving or exceeding their goals. Furthermore, it means monitoring and reviewing the progress and results of frontline employees and providing them with constructive feedback and coaching. By aligning their goals and incentives with the operational plans, you can drive their performance, engagement, and loyalty.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best ways to empower frontline employees in operational planning?

1

2

3

4

5

6

7

1 Involve them in decision-making

2 Communicate clearly and frequently

3 Provide training and development opportunities

4 Empower them to solve problems and overcome challenges

5 Encourage them to collaborate and share best practices

6 Align their goals and incentives with the operational plans

7 Here’s what else to consider

Operational Planning

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What are the best ways to empower frontline employees in operational planning?

1

2

3

4

5

6

7

1 Involve them in decision-making

2 Communicate clearly and frequently

3 Provide training and development opportunities

4 Empower them to solve problems and overcome challenges

5 Encourage them to collaborate and share best practices

6 Align their goals and incentives with the operational plans

7 Here’s what else to consider

Operational Planning

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