< Back to See All

By Sarah Richards, CEO  |  http://jonesmetalinc.com/

 

What are the biggest pain points that drive a company to question or examine employee communication?
Rumor is number one. If you don’t communicate details people will always fill in the blanks with information or misinformation. Second would be employee relations, people who know a little something about each other seem to take more care around each other… safety, care about success, mentoring etc. Third, customer relations, if employees understand who the end user of the products we produce are, they care just a little bit more. And finally strategic and growth initiatives. If you have the opportunity to communicate pending changes including why, months in advance, the changes are much easier to manage when they are implemented.

What is “broken” and requires immediate action?
The pulse of our workforce and ever-changing demographics is a constant challenge. Working with different generations on the front lines and communicating in such a way to attract and retain their attention is critical to success.

What are the symptoms the employee communication is problematic?
(Early warning signs?) Usually rumors that contain a combination of true and false statements which can lead to poor productivity.

Are there industry sector specific challenges you have faced that are indicative of a wider challenge?
Yes the aging workforce, massive retirements upcoming of skilled workers and the struggle to replace their skills. This is and will continue to be a tremendous issue for manufacturers in the US.

What other solutions do companies most often attempt (before arriving at PDP Solutions?)
The usual monthly newsletter mailed out, which inevitably becomes a quarterly, then an annual and then is dropped. Some companies have quarterly meetings to deliver information but none of these can give quick hit details about the business, people, performance etc.

What other solutions do companies most often attempt (before arriving at PDP Solutions?)
The usual monthly newsletter mailed out, which inevitably becomes a quarterly, then an annual and then is dropped. Some companies have quarterly meetings to deliver information but none of these can give quick hit details about the business, people, performance etc.

Why do these alternative approaches fail?
Time, trying to cover too much, usually don’t have enough human interest stories, performance measurement is outdated…

What is in the value proposition of PDP Solutions that is “most unique?” Real-time communications at the front line where it all happens.

How does PDP Solution best address the challenges identified above?
With the real-time communications rumors can be dispelled instantly, safety and quality alerts addressed immediately, customers introduced the day they are brought on board, new employees introduced prior to their arrival, visitors acknowledged at the front door, performance effectiveness illustrated in real time, strategy initiatives are introduced weekly for months in advance of changes… and more!

What limitations have you experienced with PDP Solutions?
The only issues we have really had is that as we introduce more to the employees, they of course want more and the technology/software development takes some time so we have to be patient.

Is there any company situation you can reference that drives PDP ROI? Increased Productivity? Employee Retention Data? Cost-Savings? Lower Hiring costs? Other?
The ROI hits on many levels: Safety – you tend to care just a little more about the person next to you when you know about their hobbies, families etc. Strategy – it is easier to implement and run with change when you are able to dribble out information for months in advance of implementation. Every manufacturer knows that companies save money when flow is not stopped due to a change in strategy. Performance measurement, when you see how the company is performing to critical metrics by the day/week/month/year you become more flexible and agile to keep the flow moving… you become operationally excellent. Human interest ROI – there are few things that employees cling to in the workplace, if you ask Jones Metal employees if they would be alright with removing the PDP product the answer would be no-way.

Are there any other elements or thoughts you would like to share to help explain the real-world “on the ground” experience?
You have to see it to really get it!

< Back to See All