I grew up in Canton, Ohio: a place for fantic footballs fans and one of the Rust Belt towns in Northeastern Ohio. About 30 minutes north is Akron. Akron used to be known for being the Rubber Capital of the World as the world’s tire manufacturers were headquartered there. Ohio is a manufacturing state. Or was until many of the jobs went overseas.
I am surprised that any serious manufacturing is still happening in Ohio, let alone Lima. Lima (pronounced just like the bean) isn’t exactly located in a happening spot. It’s about a 100 miles from anywhere in any direction.
The case study took us on a tour of the factory of its organization and who is in charge of what. The human resources director has her work cut out for her. The floor workers are unionized. The floor managers have no power. The general supervisors bark orders and demands. It’s interesting to note that the highest turnover rate is not on the floor, but at the next level up at the floor manager step. And she wonders why.
There is no training. There is no communication from the union. There is no support from above. There is no respect from above or below. There is resentment. There is a nice paycheck. There is immense pressure. There is no help, no understanding, no resources.
And she wonders why people leave??? Are you kidding me???
First of all, many factory workers aren’t exactly the brightest bulbs in the string of lights. I know. I grew up with them. And like children, they will push the limits as far as possible. When caught, they go to Mr. Union Boss and cry. “Oh! Mr. Supervisor is picking on me!!!” And then Mr. Union Boss pats them on the head, gives them a cookie and off goes factory worker back to work. Mr. Union Boss says nothing to help Mr. Supervisor but keeps a log of Mr. Supervisor’s “bullying.” Meanwhile, factory worker is sticking his tongue out at Mr. Supervisor and going “nanner, nanner.”
Wow. This sounds like a child running to Mom for protection from Dad. I don’t know about you, but I’m not at work to babysit.
The key thing is that this system leaves Mr. Supervisor flapping in the breeze for all to point at and laugh.
If I were the HR director, I would set up a meeting with all of the floor supervisors, another meeting with all of the union bosses and then a third meeting with both of them together. Training of what is in the Union contract would be very helpful to the floor supervisors. The Union needs to support the floor supervisor in bringing factory employee behaviors in line.
A child finds very little wiggle room when both parents are united and soon complies.
Communication must happen between the two. Support on both sides needs to be shown, otherwise the turnover rate will continue at the same pace, if not increase. One of the most expensive disruptions to any company is turnover. If the Union really wants its workers to continue to have jobs, it’s vital that the Union work hand-in-hand with the company. It’s essential to company survival and being able to thrive.
Thanks for reading.
Elaine
