What's your strategy for motivating and empowering food manufacturing staff?

You can only have motivated and high delivering team if there is a trust which translate into team work. Trust is gained by regular communication and behavioral actions

Commit to staying on the positive side of honest…..with the right team, the right vision, and right ethos , the rest will take care of itself

In my experience communication is the key of everything, by sharing your vision and goals not only you are able to let your staff understand your expectations from them, but also ease that transformation phase, which you want for them for their growth and progress. Definitely, you need to link your companies’s goals with your staff one, so that they could also understand the change they are creating. End of the day it’s always improving cycle, which could be made further better by adding regular feedbacks.

Just motivating consumer centricity all across organization that will help the world to surface all support to all angles of food manufacturing chains

- In my experience communication is key, but not the only key, empowering colleagues to be part of developing the future (at the right level of course). This brings a sense of belonging and ownership. Helps develop team ethos which becomes your main driver. Bottom up management is so powerful and allows managers to really understand what actually goes on at shop floor level. Transparency from bottom to top allows real issues and challenges in the now and future.

You can accomplish this either in a group setting or through one-on-one interactions. Start by encouraging your team members to take ownership of their careers. Ask them to reflect on the aspects that make them feel the most uncomfortable and then guide them in identifying potential mentors, courses, and opportunities that can assist them in overcoming these challenges, thereby building their confidence and expertise. Encourage them to envision the ideal support system without any constraints and document it on paper. After collecting their responses, work together to create a personalized development plan and kick-start the journey towards growth and improvement.

I know that the best developer is a lazy worker in a good sense. If we are open to them and they see the meaning, they will sare their comments whit as. And they also welcome educations, what is usefull for them.

Training is one's tray to lost bored with the rutinity activities in the work. And for increase knowladge, skill, and build motivation at the work. Make feel the staff more cared about they job. Than ofcourse for next step opportunity career the staff.

Empower them to make decisions and take ownership The third step is to empower your staff to make decisions and take ownership of their work. Delegate tasks and projects that match their abilities and interests. Give them autonomy and flexibility to plan and execute their work. Involve them in decision-making processes and solicit their input and feedback. Encourage them to take initiative and propose solutions and improvements. Trust them to deliver quality results and hold them accountable for their outcomes.

To truly empower our staff, it's crucial to incorporate both good and bad decisions as case studies during feedback sessions. By analyzing these real-life scenarios, we create valuable learning experiences for them. This approach not only highlights successes but also identifies areas for improvement, promoting continuous growth and enhancing future decision-making skills. Encouraging this reflective process will contribute to their self-empowerment and professional development.

For me I see the biggest benefit from allowing employees to make decisions and “win” certain non-critical situations. The Monroe you can get them to own the process and see they are able to have an impact the better.

To ask an associate to take ownership, you must create empowered accountabilities. This helps change perspectives from task management to an 'owning the decisions' culture. Whether in success or setback, decision-making produces the results. Easy & Actionable ? Leverage a skills matrix for task allocation, aligning roles w/ aspirations & competencies. ? Address skill-set gaps & thought leadership opportunities through targeted training. ? Facilitate inclusive decision-making, allowing those closest to the source to offer weighted insight into opportunities for improvement. ? Cultivate ownership culture via recognition & celebration activities. ? Create continuous improvement workshops, enabling staff to directly enhance processes.

In my experience driving the decision maki g to the lowest possible level transforms the entire culture and that empowerment leads to collaborative continuous improvement that creat sustainability.

Team work is the best mantra. When it comes to organisation, no one can pull any task successfully by working in silos. A successful work is done only if it’s achieved by a team with positive collaboration. Systems should be in place to motivate employees to help each other, depend on each other and not be threaten by other’s skills. Regular appreciation and rewards should be in place to motivate them to continuously improve their contribution.

It is important to promote teamwork in your staff. Clear communicate to solving problem and go to the best goals. Facilite teamwork to thinking about resolving conflicts

A good leader has doble standards. Finding the most suitable task for everyone is not easy, but is neccesarry. And more than two task for everyone.

Promote team is the way have valued and cared with the employe. Because them have prestation. Collaboration is the way to run fast and more agile to move grow faster.

Setting mutually agreed targets and giving consistent feedback, this gives them the ability to own their role and provide a challenge.

Rewards and incentives are always an excellent morale booster. Programs which reward members for outstanding work, promotes a positive workplace culture. Also promotes a sense of community within the workplace.

We have tree magic word's: Please and Thank you. The effect of these words is amazing. This is the first step in showing appreciation. The second is benefitts. Everyone should be evaluated and rewarded based on their work. A good professional is invaluable.

Motivate by empowering them to take ownership. This then leads to a sense of pride that in a team setting will encourage positive outcomes.

Leading by example means openly admitting our shortcomings and encouraging our team to fill those gaps. We should seek feedback from our team, recognizing their collective knowledge is stronger than any individual's. A leader need not excel at everything. Effective leadership involves relying on the team's diverse talents, fostering collaboration, and interdependence. This creates an environment where everyone leans on each other's strengths, promoting success and growth for the organization.

An essential part of leadership is showing the staff that the boss also contributes. This approach will bring positive results as the staff will appreciate your leadership.

1. Listening to their ideas for continuous improvement. 2. Initiating improvement Projects after they share the viable idea and giving them full responsibility to lead and deliver the project in their respective work station. 3. Rewarding and recognising them for every improvement activity they do. 4. Allowing them to share their ideas and success stories in larger forums. 5. Providing them opportunities to learn new skills, courses, etc so that they are well versed and aware of the latest technology and development.

Reward and recognition is also very key. Reward for hardwork shouldn't always be more work but should come with rewards and a means to publicly recognise hardworking staffs and teams who made it happen

I've noticed significant morale improvement when managers assist the production team to achieve their goal. It provides you face to face time with the employees, the ability to train on the job or provide suggestions, and proves that everyone can come together to reach a common goal regardless of position title.

The open company and care with the employees is to make long life time of the company. And make more value for your customer.

Being actively present at “the Gemba” observing and understanding their day to day problems and frustrations, encouraging teamwork, as well as working side by side and showing them my support not only verbally but with actions by fixing some of the issues in their area, showing interest in what they do and recognising their effort when they do a great job as well as leading by example every day, so at the end it is not one or the other but a bit of everything is what it really makes a difference.