New Search
v\ <br /> Goals/Objectives: Provide support and resources to help Roosevelt Yard employees resolve <br /> conflicts in a timely and positive manner <br /> 4 -Employee Involvement in Decision Making <br /> <br /> 1 Issue: A. Identify processes for making decisions. <br /> B. To the extent possible, include all affected staff in the decision <br /> process in a safe and meaningful manner. <br /> C. Employees feel they don't have a real voice in decisions. <br /> E D. Lack of trust. <br /> Examples: A. Employees feel that they are asked for input as a "show'.' when the <br /> decision may have actually already been made. <br /> B. Decisions not consistently made at the lowest possible level. <br /> C. Employees feel that if they speak they may be "blackballed". <br /> Stakeholders: All staff. <br /> Time Restraints: This is a cultural change and will take time. <br /> Resources: Training; Pilot Project; Examples from other agencies/corporations, such <br /> as Disney, Wa1Mart, etc.; outside speakers. <br /> Goals/Objectives: For all staff to feel that their opinions and input into the decision making <br /> process is important, listened to, valued, meaningful, resulting in <br /> ' "ownership" of the decision. <br /> S Appreciation for work done and supervisor/lead worker on site visits <br /> Issue: A. Communication gap in showing appreciation for job well done. <br /> 1. Day to day work <br /> 2. Special projects <br /> B. Site visits where employees understand why this visit is being done <br /> and managers get to see projects getting done and the site visit is viewed <br /> as positive on both sides. <br /> Examples: A. No acknowledgment of job well done. <br /> B. Managers site visiting when crew is on break. <br /> Stakeholders: A. All employees at yard. <br /> B. Other city employees <br /> C. Public <br /> D. Media <br /> Time Restraints: Low Hanging Fruit. <br /> Resources: A. Appreciation parties/lunches with food. <br /> B. Rumble articles. <br /> C. Council newsletters. <br /> 3 <br /> _ _ _ _ _ <br /> <br />