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Hire Great Temps – Here’s How!

HMG Success on September 6, 2013

When projects are looming and your business is falling behind in human capital, one of the better options is to seek the support of a temporary workforce. There are a number of benefits of hiring temporary workers for your business. The benefits include having fast access to skilled and specialized laborers, more flexible staffing options, as well as eliminating the costs of overtime and benefits. Hiring temps is a win-win situation for everyone.

According to the American Staffing Association, 2.9 million people are employed by temporary agencies every business day and 11.5 million temporary and contract employees are hired by companies over the course of a year. These are hard-working individuals who have decided to provide their services via a temporary staffing agency for the benefit of companies like yours. There are some ways to maximize the advantages of hiring temps. Use these to experience a greater return on investment for your temporary staffing program.

Write clear temporary job descriptions

Before you can hire temporary workers, you need to develop assignments that are realistic and accurate. Consider that the temp may be on the job for a short period of time or may work in a part time status. Write a clear job description that the temporary worker can understand. Give a copy of the job description to the staffing agency for use in sourcing the right candidates and orienting the temps.

Hire for corporate culture suitability

When meeting with your staffing team, you’ll want to emphasize how important it is to hire temps who fit well with your corporate culture. From the values that help your company produce its greatest innovations to the way teams work together, a good fit means temps can seamlessly become part of this culture.

Educate the staffing agency on your requirements

The only way you can get the best temps for your company is to communicate your requirements to the staffing agency you choose to work with. Take the time to talk with your recruiter to help him or her understand the types of candidates you want to bring on board, along with any special skills or personality types that work well.

Create an orientation program for temps

To help temps be more successful, you’ll want to design an onboarding process that provides a positive experience from day one. Give temps the tools they need to do their jobs and assign a mentor employee to serve as a guide. Explain the goals of the temporary assignment and clearly lay out your expectations.

Provide frequent feedback on temp progress

Temporary workers need to hear feedback, whether it’s good or bad. Take the time to work with your staffing manager to work out issues early on. Provide honest feedback and encouragement along the way. Communication is the key to a better working relationship with your temps.

Hiring great temps starts with understanding what the staffing agency can do for your business and then setting clear expectations from the beginning. Make this a productive effort by maintaining contact with your staffing agency and being proactive about your company objectives.

If you are looking for temp agencies in Michigan, contact Advance Staffing Solutions today. We have the experience and network to help find talented temp workers for your business.

Company Culture and Hiring Go Hand-in-hand

HMG Success on July 12, 2013

The success of the workplace is often determined by the level of employee satisfaction that exists. This employee happiness often translates to the overall corporate culture that places emphasis on taking care of employees. Therefore, it’s easy to see how company culture and a hiring strategy intersect. To hire the best, one must offer the best to candidates.

How can an organization create a corporate culture based on a successful recruitment strategy? Simple. Think like a high performance candidate. Here are some ways to attract the best candidates with a well-designed corporate culture.

Hire for personality fit.

While many recruiters focus on skillsets and educations as primary in the hiring process, the key to successful hiring is to evaluate the unique personality of each candidate too. Various candidate assessment tools can be used to accomplish this. Why is hiring for personality important? In high performance work environments, the ability to work within the existing corporate culture and with other team members can make or break any project.

Create unique benefits.

Candidates expect to find the normal benefit packages such as health and life insurance plans. A corporate culture that will attract better candidates is one in which the company offers more perks and benefits. Consider the advantages of a corporate wellness program, supplemental insurance programs, and cash bonuses for top performers.

Share your culture.

If you have a great corporate culture, don’t be afraid to show it off to the rest of the world! Use social networks to share images of company celebrations. Create a corporate branded career page that reflects your work culture and values. Get the word out there that you employ happy people and this will attract happy candidates to your doors.

Use a smart recruiting plan.

The good news is that you don’t have to go it alone when building a team made from well-matched candidates. Hiring for corporate culture narrows things down a bit, but a staffing agency such as Advance Temporary Services can make this easier. Imaging having access to candidates who blend in well with your corporate culture, and have the skills that your business needs to grow?

Discover what motivates.

Developing a corporate culture means getting buy in from your employees from day one. To start things off on the right foot with every new hire, take the time to discover what motivates and inspires your employees. Focus on these aspects as you recruit from the pool of eligible candidates. Then keep your people interested with meaningful incentives.

If you are looking for temp agencies in Sylvania OH to help land your next employee, contact Advance Staffing Solutions today.

6 Elements of Becoming a Great Manager for Your Team

HMG Success on July 5, 2013

From football stadiums and military troops to the meeting rooms of Fortune 500’s, the key to a successful team is a great manager. Yet, few too many professionals comprehend the skills that make a great manager, and they end up failing to realize their potential as a leader. When working towards the goal of being a high performance manager, there are some critical things to focus on first.

Communication

The ability to communicate well, in both written and verbal formats is the hallmark of a great manager. From writing memorable memos to presenting complex topics to groups, a manager must have the skills to convey messages clearly to others. Learn to communicate well and you will be on your way to becoming a better team leader.

Delegation

Being a great manager means recognizing the unique skills that each team member brings to the table, and then delegating tasks to the appropriate person. No manager worth his salt will try to take on all the tasks himself. Instead, an effective manager will delegate tasks to others who can efficiently handle them.

Strategy

To be a stand out manager, you need to have a plan. This plan can include everything from how you will design team processes to how you will grow your team skills. Strategy must often align with corporate goals too, so you will want to work in tandem with other executive leaders.

Selection

A large part of being a great leader comes down to the people you manage. Without quality people, a team cannot ever hope to achieve much of anything. Choose your staffers carefully, and consider a temporary staffing model to attain the best selection of employees.

Respect

While you may be striving towards getting more respect from subordinates, as a manager your role should be to pay respect to the hardworking people who make your team successful. Learn to talk with and treat people with respect, listen to their ideas, and develop their talents. These behaviors will help you to be a great manager.

Mentoring

As a great manager, your role is not only to lead, but to mentor to your team members. Management is about leading by example, therefore you will want to take the helm and demonstrate to others how they can realize their full career potential. Match senior employees up with new hires and take mentoring to a whole new level.

If you are looking for temp agencies in Monroe MI to land your next employee, contact Advance Staffing Solutions today.

Overqualified Candidates – Are They a Good Fit?

HMG Success on June 20, 2013

People often think that because they spent years in college or worked for a long time in a particular industry, they should be qualified for any job they apply for. This may be the case for quality candidates looking for their specific education or training, but this doesn’t mean a candidate with a college degree can merely walk in and get any job.

Generally, entry level positions are right for entry level employees. However, if you’re currently hiring for a lower level position and get higher level candidates, how do you know if they are a good fit? There are actually a few reasons why you shouldn’t hire overqualified candidates for entry level assignments, but sometimes it can be a good option in the right circumstances.

The Problem with Overqualified Candidates

On the surface, it may seem like a great idea to hire employees who have more qualifications than what you’re looking for. More work experience shows they have had substantial training that will help them do their job well.

The problem is that with being overqualified for an entry level job is that candidates may require comes higher salary. They may also find themselves getting bored or disgruntled with their position more easily. They may ever be more willing to change jobs as soon as they find another position more suited to their education or qualifications. With this in mind, you can better prepare for hiring employees who are considered overqualified.

Salary Conflicts

The first issue with overqualified candidates is the fact that they often demand higher starting salaries. Many of the salary rates for professionals in the U.S. are based on education and experience. Even if someone is applying for an entry level job, they generally expect higher starting pay than someone who has half their education, as they should. But as an employer, it is your job to determine if this is worth it or not. Yes, you are getting someone with loads of experience, who has a shorter learning curve and doesn’t need as much supervision. But you should also expect to pay them more for hiring them.

Willing to Stick it Out

Next, the overqualified individual might not be willing to stick it out at your company. If you are wanting to hire someone for a position who has many more qualifications and training than you were looking for, there is a higher risk of them leaving you shortly. Retaining employees is essential as it reduces time and money spent hiring and training new employees, time and time again. Ask the job candidate how long they are wanting to work for you. Be sure they’re willing to give you an extended period of time for their employment.

Targeting the Right Candidates

To prevent too many overqualified candidates from applying, be as specific and detailed as possible in your job description. Be detailed not just in what the job and its duties are, but what education and experience you’re looking for. If you are adamant in hiring entry level employees, mention you only want entry level candidates. This not only prevents overqualified individuals from applying, but gives someone with less experience the opportunity to work for your company and get adequate experience.

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Time to Hire Can be Seen as a Poor Recruiting Metric – Focus on Candidate Quality

HMG Success on June 7, 2013

One of the long standing arguments that have gone around in the recruitment community for quite some time is the issue of time to hire as a recruiting metric. Time to hire is literally how long it takes for a recruiter to source, screen, interview, and place into an assignment for an open assignment. The shorter this time to hire, the more “successful” the recruiter is viewed.

Why is time to hire used as a measurement of success in recruitment?

There are a couple of reasons why time to hire has been considered an important metric in the recruiting business. First, the more efficiently a recruiter can manage candidate selection and placement, the less time and cost are incurred. This means more money for the recruiter for a short period of work. Second, to clients, the sooner a candidate can be located and starts working, the sooner they too can realize productivity levels and eventually, profitability.

However, there are some critics of the time to hire metric as an actual proof of good recruiting practices. These are some of the points made that point to flaws in this old school method of evaluating recruitment efforts.

  1. It puts speed before quality. Sure, you can staff open assignments at the speed of sound, but just how much time did you spend confirming that the candidates have the right stuff for the job? In many cases, the faster you place candidates, the more you compromise certain quality standards. Quality is always more important than time to hire – focus on quality candidates!
  2. It doesn’t factor in retention. Once you’ve placed all your emphasis on quickly placing candidates into assignments, time to hire is done. You are no longer concerned with any other recruitment metrics, such as employee retention rates and candidate advancement. These are serious matters that the best performing recruitment firms factor in.
  3. It takes out the human factor. Sure, having a great time to hire number seems great, but you cannot fit just any candidate into any assignment. Attempts to beat the figures can result in poor fitting hires and major problems later on down the road. Again, carefully look at the human factor and get to know each candidate better to make sure the job fits their unique skill sets.
  4. It doesn’t work with specialists. Certain industries require highly educated and trained specialist candidates, therefore the time to hire metric just doesn’t work that well. In fact, you need to spend at least 30-45 days searching for the right candidate for a specialist assignment vs. trying to get in under that percentage. Time to hire just goes out the window.

The rule of thumb for successful recruiting is to stop worrying so much about metrics and focus instead on quality of hire. Take the time to carefully assess each candidate and open order. Don’t rush to fill assignments, rather find the best person for the job. This will help you grow as a company and increase your success rate as a recruiter.

We hope you enjoyed this post and share it with your networks! Also, we look forward to your comments and feedback!

Want to learn more? Explore important recruitment and employment topics by reading a few popular posts from Advance Staffing Solutions!

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The Candidate Experience – Why It’s Important | Recruiting Best Practices 

Ways Teams are Built for Long Term Success 

Boost Your Line’s Performance Today – Manufacturing Workforce Management

HMG Success on May 24, 2013

The manufacturing industry is not dead; it’s thriving despite predictions from economic sources. However, there has been slower than normal growth in this market due to the higher than average cost of materials and transportation. Manufacturing staffing has also suffered somewhat, with less than 9,000 factory jobs added last summer and approximately 3.5 million job openings being advertised as of the beginning of 2013 according to a US News report. That’s in sharp contrast compared to the 11 million unemployed people currently saturating the job market. On the other side, experts are also predicting a sharp rise in consumer spending this summer which should drive up demand for a wide variety of manufactured goods.

Yet, with all the uncertainty right now for this year, there are still some ways to develop your manufacturing business strategy to maximize the staff you have on board now. This will have a positive effect on your production rates and additional revenues that can help support the addition of new temporary and permanent manufacturing workers.  Here are some suggested ways to boost your line’s performance, to reach these goals.

  1. Streamline all of your manufacturing and inventory systems into one well-managed computerized product.
  2. Cross-train and mentor your current employees so that they can support peak production cycles and improve their efficiency and skills.
  3. Look to employee incentive programs and wellness campaigns to improve motivation and overall morale.
  4. Partner with vendors to provide integrated ordering, shipping and receiving of goods to reduce time and costs.
  5. Carefully manage your staff to spot signs of burnout or stress, then promptly provide support or paid time off.
  6. Contract with a staffing service onsite to manage all your recruitment, screening, hiring and training needs at a cost savings.

While the summer’s manufacturing trends are yet to be seen, preparing now can help you to boost your overall performance and raise productivity levels in your lines. Advance Staffing Solutions can help you design a staffing management plan that includes the use of temporary workers, trainers, and employee recruitment and screening services. Look to our recruitment experts for ongoing manufacturing staff support.

Attract the Best Talent to Your Business with a Defined Brand

HMG Success on April 4, 2013

Your business thrives because of the good people you employ. But have you given much thought to how your company brand may be affecting the experience of candidates who walk through your doors? This is something you must plan for because of several factors taking place in the job market.

  1. Specialized skill sets are getting harder to find in the candidate pool.
  2. Baby boomers are retiring at the rate of 10,000 employees per day.
  3. Industries need talent with advanced technology skills to maintain innovation.

A brand is the message that you communicate to the rest of the world about your business, what it stands for, and the culture of the workplace. Do this right and your business can attract top performance candidate. Do this wrong, and you’ll encounter an overflow of unqualified candidates.

In a special report released in the third-quarter of 2012, LinkedIn ‘s The State of Employer Brand indicated that many employers are concerned with their employer brand as a way to attract better talent. The figures in this report, gathered from over 3,000 global employers, revealed a recruitment brand strategy.

  • 83 percent of the polled employers said that a well-defined corporate brand can attract higher quality candidates.
  • The leading factor in the decision to invest in corporate branding is efficient candidate acquisition 61 percent of the time.
  • More than half of all employers in the report are actively taking steps now to improve their corporate brand strategy to attract candidates.

There are several ways to define your brand so that it becomes an effective candidate magnet. These social branding methods can give you access to the cream of the crop in terms of future employees, which can give your business a leading edge in your industry.

Create consistency with your brand – Your brand should be the same across all outreach methods and online marketing campaigns. Keeping a brand message consistent proves that you are in touch with candidates and the objectives of your company.

Establish your brand as the best – A well-defined brand also speaks volumes about your company leadership as the experts in your industry. Make sure all corporate communications reflect this to impress high performance candidates.

Demonstrate your corporate culture – One of the ways your brand influences targeted talent pools is by giving a glimpse into what daily life is like within your business. This is especially important as new generations of workers are looking for fun and collaborative workplaces to build a career.

The Candidate Experience – Why It’s Important | Recruiting Best Practices

HMG Success on March 29, 2013

Now that the marketplace is seeing some signs of life and businesses are hiring once again, it’s important for business owners to position themselves in a manner that appeals to the top quality candidates. Your business may still receive hundreds of applications and resumes for available positions.

However, if you’re after employees that represent the cream of the crop, understand that these top candidates are in a better position to be more selective in their job search activities. You’re going to have to impress them with the entire candidate experience if you want to successfully recruit them to work for you.

These are just a few of the reasons the candidate experience is so important for the sake of recruitment today.

Business is Happening and Businesses are Hiring as a Result

For the first time in nearly a decade, we’re seeing real growth in the job market. Companies are finally hiring again. That means that your competitors are probably competing for the top talent in the same limited pool of qualified workers.

While candidates today may be willing to work for less pay and even fewer perks than yesterday, they are still focused on finding positions that offer a good work environment. Their experiences as candidates provide them with a quick glimpse into what life will be like as an employee with your company compared to all the other companies out there that are hiring as well.

It’s Easier to Encourage Your Employees to Recommend Talented Friends

Employee references are one of the best ways to bring bright, talented people on board. Chances are your employees aren’t going to recommend people who aren’t going to pull their load and do their fair share of the work. More importantly, as your employees, they have a vested interest in the success of your business. They’re going to recommend people who will help make your company as successful as possible. However, they’ll only recommend their friends to come work for you if they are confident that you’re going to provide a welcoming candidate experience for them.

First Impressions Only Happen Once

There’s a lot of truth to the saying that “you only get one chance to make a first impression”. Those are words to live by when it comes to your impression on candidates as much as it is true about any given candidate’s first impression on you.

You can provide a seamless process for candidates to apply for positions within your organization, letting them know you run your company like a well-oiled machine. Or, you can create a process with many fits and starts along with no clear-cut directions concerning what comes next. These are all things that reflect poorly upon your business. Take care that you’re providing the first impression you intend to with job candidates.

You don’t have to go out of your way to change the way you operate business in order to improve your opportunities to make a favorable first impression. However, if you take a little time to show job candidates that you’ve put a fair amount of thought into the application and selection process it will prove to be a much better overall system for you both. This will honor the candidate experience.

Enjoy our related post on the topic of recruitment for success.

What is Your Competitor Doing? | Employee Compensation

What is Your Competitor Doing? | Employee Compensation

HMG Success on March 22, 2013

When it comes to boosting employee compensation, it’s a good idea for businesses today to be very aware of what the competition is offering their employees. The labor market is growing tighter by the hour and if you want to stay ahead of the competition, you need to be bringing top talent into your fold without concerns over losing them to your competitors who have sweeter compensation packages.

The rub in all this is that most businesses today still aren’t ahead of the recession enough to have endless reserves of money and benefits to throw at candidates. More importantly, uncertainty over taxes and health care coverage has many businesses reluctant to overextend themselves by offering too much in the way of compensation and benefits.

So, where does that leave you as a business owner? The bottom line is that you need to find out what your competitor is offering so that you can remain competitive without getting into an outright wage war that only damages both businesses. But, how can you learn this information?

Consider Third-Party Salary Survey Resources

These resources offer a wide range of options to research when checking out your competition. What you’re looking for, in this particular situation, relates completely to the compensation your competition is offering employees in the way of pay and incentives. Don’t forget, however, to factor in other considerations that can impact the salary, job satisfaction, and total compensation such as these:

  • Job Description – in some cases this is the game changer that takes someone from a five-figure to a six-figure salary without a fancy title to go along with it. Companies use tactics such as this all the time in order to tilt the compensation scale wildly in their favor. That’s why it’s so important that you’re making apples to apples comparisons when comparing jobs and salaries.
  • Commitment Expectations – some companies prefer so many hours of work each week at a minimum. These expectations are factored into salary offerings rather than offering overtime pay and keeping records of the hours worked. This practice is something else that can make the compensation packages of competitors seem so much more than what they really are.
  • Localized Salary Figures – some companies include salaries from around the world in their facts and figures as well. While that may work in your favor if your office is located in one of the traditionally higher paying regions (California, Hawaii, or New York City, for example) this could actually work in your favor. However, for most of the country, the averages make the companies look like they’re offering larger salaries and/or compensation packages.

Employee compensation is so much bigger than salary alone. It’s always in your best interest to avoid trying to create a dollar for dollar match of other company’s compensation plans. Keep in mind that there are too many additional ways your business can be the superior company to work for. For more information about employee compensation planning and providing the best to your staff, be sure to review our previous posts on this topic here.

Attract Candidates with Socially Responsible Company Policies

What Workers Want from their Bosses this Summer

Attract Candidates with Socially Responsible Company Policies

HMG Success on February 8, 2013

As a hiring manager, you could see more of the top candidates for positions flock to your business by updating your current company policies to be more “socially conscious”. Why’s that?

It comes down to one simple fact. If you want to compete for the best talent, one of the must-do steps is to show that you care about being socially responsible as a business – for both your community and your employees’ benefits. Put aside your business bottom line for a moment and really consider what this means to you.

Know the Facts

Consider a few important facts about being socially conscious as a company as well as what it means to your business’s ability to draw in the best talent.

  • About 66 percent of workers will take a lower salary if this means they will work with a company with more sustainable business practices (according to a study done by Bain and Co.)
  • Social responsibility is the 3rd most important employee engagement driver (according to Towers Perrin).
  • When it comes to your company’s commitment to the community, according to Deloite , a whopping 70 percent of people say that’s important to their decision to work with one company or another.

People want to work for companies that show they care. They don’t want to work for a money-grubbing business that has power suits at the head.

How to Change Your Company Policies

How can you change your company policies, then, to attract these highly talented workers? There are a variety of steps you can take, including the following.

  • Make a commitment to going green. From reducing paper use to installing new lighting fixtures, taking every step you can to reduce the impact on the environment is critical.
  • Become active in your community in some way.  It’s more than just donating something. Do something that makes a difference and impacts those who you work for – the community and customers.
  • Put in place a volunteer program. Find a way to help someone or something in your community and engage your employees in the process.

Perhaps even more important is to put in place a transparent culture. This means ensuring that rather than having the boss locked in the upper offices, he or she is on the floor, interacting. This shows that the boss is not just a number crunching person, but rather someone that the employee can work with, get to know and go into battle with on a regular basis. By putting policies like these in place, the business becomes more socially aware and capable.

Is your business doing everything it can to be socially conscious? If not, put in place new policies that encourage this. When you do, and let the world know about it, you will begin to draw in better talent. Additionally, work with a staffing agency, like Advance Staffing Solutions, to source great candidates and develop a solid recruitment strategy. In many cases, you’ll bring in even better talent than you have had in the past. That can make a big difference in your productivity and bottom line.

Ways Teams are Built for Long Term Success

HMG Success on October 15, 2012

Success is the name of the game in the world of business today. It’s more important than ever that companies do their hiring with serious team building in mind. However, companies that are just beginning to embrace a team building atmosphere have to work with the tools they have on hand. It is up to team leaders to pull their teams together and help them realize their potential. Here are a few critical steps that can make your efforts to build a stellar team infinitely more successful.

Take the Time to get to Know the Players

You have to know the players on your team in order to figure out how to motivate them, encourage them, challenge them, and play to the strengths while minimizing the weaknesses of each individual on the team. You also need to know the areas wear a little additional attention and guidance may be needed so that you can give it to them. Don’t rush in and start making plans and setting goals until after you’ve taken a moment to find out what kind of players you’re dealing with—and you know that you’re all playing the same game.

Understand How You Work Best

The most important person on the team for you to understand is yourself. You have to figure out how to do all the things to motivate, cajole, and, sometimes, castigate yourself just as you do for all the members of your team. But you also have to understand how you lead best too. Here are a few of the things you need to know about yourself and your role as the team leader before you even think about trying to lead your team.

  • How well is your team likely to accept your leadership attempts?
  • How qualified are you to lead this team?
  • How do you plan to hold yourself accountable for any problems that may arise with your team?
  • What do you plan to do to correct these problems?

It might not look like much in black and white but these questions can mean a lot as you’re working to build a stronger team and become the leader you need to be to keep them motivated.

Motivate and Reward

Even small praise can mean a lot to the team members that are working so hard under your leadership. It doesn’t take much to let them know they’re appreciated and the reward for doing so is well worth any effort you might have to expend. Acknowledge their contributions, praise their good work, and keep them motivated to continue their successes.

Building a team that will enjoy long term success isn’t always easy. There are tough decisions that will need to be made along the way. However, if you do these things you’re doing your part to make your team work as a formidable and effective unit within the company.

Ready to start improving your team structure with augmented talent? Have a need to build a new and effective team? Advance Staffing Solutions has highly-skilled contract professionals in Northwest Ohio and Southeast Michigan ready to improve your long term team success.

Lean Manufacturing Is About Your People, Not Tools

HMG Success on September 6, 2012

Lean manufacturing may be all that you are hearing about as a manufacturing organization or business owner. Yet, business owners who are putting all of their time and attention into lean tools are missing the fundamental key aspect of this movement. It is not just about putting in place a system for getting the work done on the floor. Rather, businesses need to think people, too.

The Mistake So Many Are Making

Going lean is the big goal. Many businesses are being told that by implementing lean tools in their organizations that they are going to see significant improvement and achieve global competitiveness. In fact, there are dozens of authors promising this type of outcome if we just implement lean. They are basing this on the performance results Toyota has achieved with their TPS production system – known for its effectiveness. However, TPS is not just about lean tools. Without the true connection to people, there’s something major missing that’s going to hold you back.

What Is TPS Really?

Two components make the Toyota Production System so ideal. One element is continuous improvement. The second is respect for all people. Yes, it is a simplistic symptom, but that comes from maintaining these two aspects. For those businesses in the U.S., learning about lean tools, such as value stream mapping, poke yoke, and kanban, there is a huge disconnect from what the TPS methodology really is. For lean technology and methods to be effective, there must be a change in culture within the business, too.

What Does This Mean?

To ensure that a business “going lean” is able to succeed at it, they must change their culture and way of thinking when it comes to people. The business owner must trust people within the manufacturing plant to solve problems regardless of where the problem came from. The goal here is that businesses must focus on obtaining a critical mass of people who will act, think and believe lean and rely on them to push the business forward.

Solve problems with a TPS perspective. Here are some examples.

  • Keep hitting your numbers is the old way of thinking. The new is to product only items that the customer has ordered.
  • Avoid too many problems with unions or vendors is the old thinking. The new is never to skip past a problem.
  • Make sure there is plenty of work in the backlog you say with lean focus the goal is to work to continually improve the processes.

Do not let people handle problems alone. Do skip over something that can be handled right now. This changes the job of the plant manager significantly.

The bottom line is that before manufacturing industries focus on lean tools in their business, they need to teach their employees the way of seeing the operation through lean eyes. Be respectful of the team. Teach them. Learn from them. Adapt together to approach a lean methodology.

Looking for the best manufacturing staffers? Get the right team members for your manufacturing business growth by working with the staffing experts at Advance Staffing Solutions in Michigan and Ohio.

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