There will continue to be a disconnect between management and the line workers which is attributed to many factors.

First of all, neither can see the views from the other perspective. When you are a line worker you are typically worried about money. You are lower on the salary scale and money is usually tight till you have been in the position for a while. This is the single largest problem between management and the general workforce. One issue is the fact that their is “usually” a large gap between what management makes and what the worker makes. The normal view is that management is more important than the general workforce of the company and has more responsibility so they should have more compensation. While many believe this is the case, when we break down the actual facts, both are just jobs and one could not exist without the other. A line worker who works in a factory making widgets has to produce a certain amount each day for the company to make money. Sales managers are responsible for selling a certain amount of widgets each day for the company to make money. Purchasing management is responsible for making sure that there is enough raw material to make the widgets each day. Senior management is responsible for making sure that there are enough staff and equipment to make the widgets each day. All of these levels of company employees are basically doing the same job.

Next is the line employee dreaded “numbers” game. When management pits one employee against another by showing INDIVIDUAL production rates on a public board it creates animosity in the production line. Instead of increasing production it actually causes employees to not help one another, take easier jobs or even sabotage. The only numbers which should be posted daily are sales numbers along with the goal for the month. This shows that the company as a whole has a goal which has to be met and where they are at in relation to the goal each day. Individual rates can be tracked and if the employee is a good one which you want to keep you need to work with them individually to find out why their numbers may not be up to par. Some people may have strengths in other areas so they may be a better fit elsewhere in the organization or be able to help you by giving them additional responsibilities within the department.

TO BE CONTINUED…..