From the management team’s point of view, work efficiency is a key component of any activity. That way, it is necessary to convince the new management team that the empowerment program has contributed to improving performance indicators that have already helped and may help productivity in the future. For this purpose, I need to analyze the results obtained in the first few months of the empowerment program and offer solutions to maintain employees’ enthusiasm.
Before talking to the management team, it is necessary to make a plan in which personnel will be involved to develop a new empowerment program strategy. Persuading the need to implement it, the main argument is the reduction of the costs and throughput time by 19%. Savings and benefits are the primary priority of any company, and I will have to consider the patterns of the previous program and identify features that can be implemented in the new, improved version. Since the program has already shown positive results, it remains only to learn how to maintain such a pace of work. It is also worth paying attention to improving the competitiveness of employees, which is an integral part of efficiency. Maintaining work enthusiasm is necessary to create overall morale, not just to improve performance, so working directly with employees should also be included in the plan. Healthy competition and strong ties in the team may appeal to the new management team from a purely human point of view, serving as an argument for the original idea.
In the end, it will also be possible to draw attention to the fact that the program’s effectiveness decreased when the real support of the management team weakened. Therefore, to maintain stable results, the direct interest of managers is also necessary. These are the steps that I, as a quality manager, would take to promote the idea and find a commitment to it from a new management company.