Issues

 

The Big Issues for Board Discussion

 

Winning Work

This is rightly and naturally everyone’s biggest concern. What more can we do and how do we keep the workforce involved / informed

Communication

eg do people read The Bulletin and is it the right medium anyway?

The workforce don’t read notice boards or have access to email. Memos or notices are not the right format – unless they are updated and kept visual.

There is a feeling that Corus writes more directly to our workforce than we do. Also, Corus keeps their workforce more informed than we do eg the fortnightly “Scunthorpe Newsflash” from Sean Lyons.

The workforce is not aware of what we are already doing or have in place.

We need to get better at identifying and sorting out the key issues for the workforce eg consider skip level meetings.

We need to set up a “wet” team ie worker engagement team.

Supply Chain

I witnessed much that gives me cause for alarm. How do we ensure our suppliers and subcontractors adhere to Clugston values and have the same sense of pride, urgency and work ethic?

Workforce

We are not identifying and encouraging training needs and employee progression in certain areas nor or we identifying the “stars” of tomorrow.

We must introduce appraisals for the workforce (consider their regularity and format).

We need to consider how to retain the knowledge and enthusiasm of our ageing workforce as well as how to select, train and retain the best of our young workers eg consider who mentors them and introduce a new training programme for Clugston.

Team Performance

How do we maintain and improve team performance? We must consider organisation, goals, roles, effective leadership, procedures and relationships.

Health & Safety

Our H&S focus is superb but this creates its own issues in how to keep it refreshed and updated.

Rewards & recognition

We need to review our rewards and recognition from top to bottom including Chairman’s Awards, Construction Awards, take-time gifts, letters of thanks, “pats on the back” etc.

Maintenance contract specific issues

Tea breaks, implications of flasks in vehicles, bonus cuts, second class citizens, moving joiners from sites to workshops, not understanding redundancy selection criteria, identifying stars, training and experience requirements, “issues and solutions” board without feedback etc.

People specific issues

Les (20yr old operative) – issued him with permanent contract and decided which site to move him to and who will mentor him.

Dick (64yr old operative) – what special reward to recognise his contribution? What should his role be in his final year? Consider Safety Rep position and how to transfer his knowledge by working together closely with Rod.

Leon (28yr old joiner) – which site to move him to and who will train and mentor him?

Travelling times

What is our policy, how is it enforced, are we actively encouraging people to drive when tired?

 

 

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