Presentation to explain Scanlon and Vote to start design process
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This 39 slide presentation was created by a company to present the basics of a Scanlon Plan so they could decide on taking the step of starting the design of the plan. This was done after management had learned about Scanlon, created a Mandate, and voted to take the next step of presenting Scanlon to the workforce. This company successfully designed a plan and implemented it. Unfortunately, economic forces eventually led the company to sell out and the plan was abandoned. Nevertheless, this is a great starting point for building your own presentation about Scanlon. It includes discussion points in the NOTES section of the slides.
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Presentation to explain Scanlon and Vote to start design process
- 6. Joe Scanlon
- 9. A Quote from Joe Scanlon
- 26. Balancing the Triangle Customers Investors Associates
- 29. Video
- 32. WIIFM & WROM Results
- 33. Road Map
- 35. Questions ?
- 39. Vote
Editor's Notes
- Ensure room is setup for small groups not exceeding 4 or 5 people. Instruct people to sit at any of the tables as they enter the room. As you go through the slide presentation, read each heading and bullet point out loud and expand on them if necessary. Use the notes at the bottom of each page to help guide you through this presentation.
- Quickly cover topics, no detail required.
- These are questions you should be thinking about as we make this presentation. ( Questions to ponder and not to drive a response at this point. Will be covered later in presentation.)
- Ensure room is divided into groups of 4-5 people to discuss the questions on the screen. Have them come up with own reasons in their groups. Allow 5 minutes for this exercise in groups. Have each table share their results with the entire group. Keep the focus on “Is there a need” and not “What should be changed or what is wrong.” Here are some examples of why there is a need to change: Our low financial performance Lack of sales growth We must better attract, retain, reward and educate associates. You are always either getting better or worse as a company. Our industry and customers put pressures on us for improvement and cost reduction. Improve the culture and make our org. a better place to work.
- Read each bullet point to group. The four principles cover these points later. No in-depth discussion at this point.
- Gainsharing is a bonus system that rewards associates for achieving performance improvements. In case the question is asked, the main difference between gainsharing and profit sharing is this: Sharing based on profits vs. sharing based on gains. Profit sharing is based solely on the monetary performance of an organization. Gainsharing is based on the performances and improvements within multiple areas of the organization; meeting goals and objectives such as safety goals, quality goals, labor efficiency goals and many others. If asked “How are we going to do it?” The design team determines how gainsharing fits into our plan.
- Read the following quote from Joe Scanlon to group. “ What we are actually trying to say is simply this: That the average worker knows his own job better than anyone else, and that there are a great many things that he could do if he has a complete understanding of the necessary. Given this opportunity of expressing his intelligence and ingenuity, he becomes a more useful and more valuable citizen in any given community or in any industrial operation.”
- Everybody has something more to offer and give than what organizations allow.
- A principle is a guiding belief that guides your actions. A process is how we put a principle into action. The actions you take to follow your principles.
- This is how the upper management team thought the Scanlon/Frost principles and processes apply to our company. The top paragraph is the principle and the bottom is the process to accomplish it.
- These are examples of things that make up the principle of identity and the process of education.
- These are questions to ponder and not to answer. They are questions intended to help everyone understand the principles. What day is it? This is a question that Dr. Frost asked people when he went into organizations. What he meant by this was: Do you know how your company is doing? Do you know what is going on within your company? Are you doing the right things? Are you doing them well? Do you know if your company is getting better or worse?
- This is how the upper management team thought the Scanlon/Frost principles and processes apply to us. The top paragraph is the principle and the bottom is the process to accomplish it.
- These are examples of things that make up the principle of participation and the process of responsibility.
- These are questions to ponder and not to answer. They are questions intended to help everyone understand the principles.
- This is how the upper management team thought the Scanlon/Frost principles and processes apply to us. The top paragraph is the principle and the bottom is the process to accomplish it.
- These are examples of things that make up the principle of equity and the process of accountability.
- These are questions to ponder and not to answer. They are questions intended to help everyone understand the principles.
- This is how the upper management team thought the Scanlon/Frost principles and processes apply to us. The top paragraph is the principle and the bottom is the process to accomplish it.
- These are examples of things that make up the principle of competence and the process of commitment.
- 2 nd page: These are examples of things that make up the principle of competence and the process of commitment.
- These are questions to ponder and not to answer. They are questions intended to help everyone understand the principles.
- All three sides must be equal, or have a fair and balanced return, for the triangle to be balanced. This is done through the sharing of information regarding the organizations performance relative to the customers, investors and the employee’s needs. Employee: Job security, more satisfaction, development opportunities, and a bonus system. Customer: Better performance regarding their product; better quality, on-time deliveries, etc. Investor: Increased performance of their investment. Scanlon organizations, usually through an equity committee, make hundreds of decisions to design their own equity sharing system and maintain the balance of the triangle. Example: If associate leg is short, you don’t shrink the customer and investor legs to balance the triangle, you grow the associate leg.
- This is a repeat of earlier slide. Now that more information has been given, we thought it would be good to cover this again to emphasis these points.
- Also, it is not just about money. It is not a way to create an organization without any problems. It is a way to help solve the problems we face.
- Move to next slide to show questions, instruct audience to look for the answers to these questions during the video. After the video, by continuing to click the mouse, the answers to these questions will appear on the screen one at a time.
- Other correct answers: Participation , principle based, education, equity sharing, information sharing, change, leadership support 3) Education, responsibility, accountability, and commitment. Plus leadership, communication, participation, sharing.
- WIIFM: W hat’s I n I t F or M e WROM: W hat’s R equired O f M e Pass out the list and read instructions on screen. Have them do it as a group and tally. Allow them 5 minutes to do this, try to stick to the time. Monitor closely. Have each table share their tallied list, as they do this you should record the tallies on the prepared flip chart. Then discuss the answers.
- Examples of: WIFFM: The opportunity to gain knowledge and experience. The opportunity to use your knowledge and experience to make our organization a better place. Create an environment that values self-satisfaction. Improved culture of Dignity and Respect. Working to potential and continuously improving. Opportunity to influence decisions. Growing personally, professionally and organizationally. Sharing in the gains that the company makes as a direct result of your daily input and decisions. The satisfaction that comes from making and influencing decisions based on gained knowledge and experience. WROM: The desire to make our company the best it can be. A willingness to learn. The willingness to accept responsibility. An open-minded approach to things you may not agree with or that are unfamiliar to you. Commitment to grow and improve. Willingness to participate. This doesn’t mean that everybody has to be on a team. There are different levels of participation to suit everyone’s skills, abilities and desires.
- Hand out the 12 stop Roadmap handout. Take only 5 minutes to quickly cover the map. We are currently at stop 5. The next step is the design process (step 6).
- Quickly mention that all upper and mid-management associates have written and committed to the principles. Personally talk in more detail about your own commitment. Talk about all the time and effort that has been put into this process thus far: Scanlon Conference in May ’XX Four separate plant site visits; Donnelly, Trans-Matic, Spring Mfg, and Sligh Furniture. Hired Don Barkman (Scanlon Consultant – www.bizcenter.com) Weekly training and meetings on Scanlon. Reading books and other material about Scanlon. Senior leadership voted 100% (had to be 100%) Mid-Mgt voted 93% (had to be 90%)
- Ask for questions and move on quickly. Remember that some detail questions can be left to be answered by the design team and that it is Okay to say this. Or, if you do not know the answer, be honest and say you don’t know and that you can find out.
- Remember that this is a vote only to move forward with a design team and that you agree with the four principles.
- Final question to ask the group: Is there any additional information you need, any questions you have, or anything else you feel is necessary to go ahead with the vote?
- Explain the vote: This is a vote on how you personally feel (not others) about proceeding to design a Scanlon Plan. Give out ballot, discuss it and ask for questions, take 5 minute break to let people vote (do not let people leave room). Remember, it is a personal/individual vote – not a group thing. Have a representative from the group collect all ballets and place into an envelope, seal and mail to Don Barkman. Wrap up meeting by thanking everyone.