Factory People Engagement

Companies conduct such surveys because they want to gather the opinions of their staff.  

The challenge is then that the senior team wants to use the data to make positive changes for the benefit of their staff, but they struggle with their people strategy. In general, the struggle is because the senior team has no path to follow and no tools to use. Moreover, their experience in implementing the findings to better engage people can be limited.

‘Positive Production People’ (P3)

P3 provides a structured programme for the senior team to put in place. Namely, a programme for a better people strategy. In short, P3 is a three-year programme helping to engage people better by investing in colleagues’ development, listening to colleagues, combined with a reward and recognition scheme. To demonstrate, this is ideal for factories of over 250 employees. It should be noted, that a case study with a Top 20 plc Supplier to Tesco, P3 was found to improve people engagement by 20%!

For example, this 3-Minute video will help further to explain what P3 can do for factories of suppliers to UK Supermarkets to engage people further:

employee engagement

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“MBM understood our challenges because they are accredited professionals from our industry.”

“The chain of evidence meant I understood the individual ROI from the training.”

“Their learning techniques made it stick for the long term, giving continuing improvements.”


7 Stages of Achieving an Increase in Factory People Engagement

The 1st Stage of achieving a significant increase in Factory People Engagement

Stage 1 – Objectives

Objective: To identify the level of people engagement wanted for each of the 3 years.
Description: Meet with the stakeholders and a cross-section of Learner to analyse the data, identify insights, and then identify the objectives.

employee engagement

Stage 2 – Listening

Objective: To design a buy-in campaign that works.
Description: Design a communication plan and activities that create the platform to achieve the objectives in Stage 1.

The third state of Factory People Engagement- Masterclass!

Stage 3 – Masterclasses

Objective: To upskill the Learners in 3 soft skills.
Description: Learners attend Masterclasses to develop 3 soft skills; Feedback, Coaching, and Teamwork.

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Stage 4 – Sticky

Objective: To create training between the Masterclasses that sticks.

Description: Adapt the Sticky workbooks so that the Learners use the learnings from their Masterclasses.

Factory People Engagement Stage 5- the importance of recognition

Stage 5 – Recognition

Objective: To have a reward and recognition scheme that embeds the right behaviours.
Description: A scheme that highlights those that are using the right behaviours and those that are not.

Stage 6 of the Factory People Engagement- Results

Stage 6 – Results

Objective: To understand if the programme has achieved the agreed targets.
Description: Re-do the people engagement survey and analyse the results for positives and negatives.

Factory People Engagement Stage 7- Build

Stage 7 – Build

Objective: To use the learnings from year 1 to build years 2 and 3.
Description: Using the engagement survey to steer years 2 and 3 towards even better people engagement.


Engage People for Higher Profits

Studies and research lend support to the simple fact that happier employees increase productivity. This, in turn, helps drive higher profits. Below, are just a few examples of productive people strategies:

Gallup:

A Gallup study reports that 50.8% of the workforce in the US were ‘not engaged’. Furthermore, another 17.2% were ‘actively disengaged’. Consequently, these employees, while not hostile, did the bare minimum. Clearly, they made little effort to go the extra mile. Moreover, they were more likely to miss work and resign.
Lack of employee engagement is a global issue. In 2016, Gallup published a report on how Germany is negatively affected by disengaged employees. 84% of employees in the country were considered to be ‘disengaged’ or ‘actively disengaged’. Thus, this resulted in an estimated loss of €75 billion to €99 billion annually from lost productivity.

The Human Capital Institute:

The Human Capital Institute reported the following data relating to employee engagement:

  • Fully engaged employees return 120% of their salary in value.
  • Engaged employees return 100% of their salary in value.
  • Somewhat disengaged employees return 80% of their salary in value.
  • Disengaged employees return 60% of their salary in value.

This infographic summarises findings on the impact of engaged and disengaged employees (press image to view in full) :

Employee engagement

Get in Touch With Us to Help Engage People Better

Feel free to get in touch to learn more about how Factory People Engagement can help your people strategy engage people better. Or if you would like to learn more about any of our other training courses, simply fill out the above form, and we will be happy to get back to you with further information.


Achieving Real Behavioural Change with ‘Sticky Learning ®’

Sticky Learning ® is our own unique learning method. Developed over the last 18 years. Most Learners attend 1-day training courses and do nothing afterwards. HR Managers & L&D Managers told us that this was unacceptable.

Sticky Learning ® helps Learners to Realise more of what they have learnt. To help them to Recall more of what they have learnt. Plus, Retain more of what they have learnt. The 3 R’s.

Sticky Learning ® enables us to proudly guarantee that if a Learner is not still using their new skill 5 months later, we will give you your money back. This is our money-back guarantee.

Sticky Learning

Measuring Your ROI

We evaluate your training on 5 levels, see below, and summarise these into a pack called the ‘Chain of Evidence’.

  • Level 1: Reaction (Feel) – What were the learners’ first impressions of the learning?
  • Level 2: Learning (Know) – How much did the learners learn?
  • Level 3: Behaviour (Do) – To what extent has the learning been used?
  • Level 4: Results (Numbers) –  How did the behaviour affect the results?
  • Level 5: Sponsor (Align) – What ‘observable change in performance’ has been achieved?

You can find out more about measuring your ROI in ‘About Us’.

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