| T.R | Title | User | Personal
Name | Date | Lines |
|---|
| 1009.1 | CIDNI ALF Charter 17-JAN-1990 | ODIXIE::CARNELL | DTN 385-2901 David Carnell @ALF | Wed Jan 17 1990 14:36 | 178 |
| ALF CIDNI GROUP
CHARTER
17-Jan-1990 Tue 11:32
In some Digital facilities there are hundreds of employees who are
on electronic mail distribution lists dedicated to sharing common
values and discussion of new ideas. The function of many of these
Digital groups is to have a "grassroots" intelligent electronic
mail dialogue that revolves around new ideas created by any Group
member (or even created elsewhere in Digital for that matter).
Our grassroots electronic mail group (with over 200 members) at
the Digital ALF facility (Alpharetta, Georgia) is CIDNI --
Creative Interactive Dialogue of New Ideas. This activity is in
line with the new Digital corporate philosophy of employee
involvement and employee empowerment, driving the creation and
implementation of new ideas to its lowest possible level.
The Employee Involvement program was chartered directly by the
Executive Committee "to make sure that our rapid growth in recent
years does not prevent employees' good ideas from being heard."
Ken Olsen himself even encourages all employees to share their
thinking. In the October 1989 Digital DECWORLD company newsletter
sent to our homes, there was a letter to employees from President
Ken Olsen. He said, "We encourage people to express their
opinions and to therefore help in the formulation of policy."
You, each of us individual employees, can make a difference, but
only if you, all of us, have the courage to express our ideas,
suggestions and opinions.
Ideas submitted for ALF CIDNI conversation would relate either to
building a more successful Digital in the decades ahead or to
activity within the ALF facility in general. Discussion would
be via CIDNI ALF electronic group open-forum, CIDNI_ALF Vaxnotes
conference (up shortly), or CIDNI ALF in-person brainstorming
sessions, with any member discussing the pros and/or cons of any
problem and/or idea submitted for discussion by the group, and
especially discussion outlining what further actions might be
taken to turn any idea into effective reality that lends itself to
building a more successful Digital overall and/or ALF facility.
Any Digital employee working at ALF is welcome to join the
distribution list. The only requirements are that you participate
on occasion, sharing your thinking, opinions and ideas, speaking
tactfully, and speaking from your heart with passion, truly
wanting to build a more successful Digital through constructive
change.
The ALF CIDNI Group will include guest members (from other parts
of Digital throughout the world) on our distribution list. The
Corporate Employee Involvement Program Group has requested being
on our list (via their suggestion box e-mail address); thus all
e-mail ideas, and discussion, automatically goes to Corporate for
consideration.
Since everyone is sharing their topics and replies (with everyone
copying everyone on the CIDNI distribution list via the ANSWER
mail command -- A from your mail menu, if you are on ALL-IN-1),
permission is implied by your participation that anyone may
forward and copy anyone's memo replies and post elsewhere,
including the public CIDNI_ALF Vaxnotes conference where all CIDNI
ALF group ideas and replies will be retained, where further
discussion is encouraged, and where follow-through is enabled to
ensure all ideas are implemented, and if not, justified why not.
Dialogue is encouraged as a GROUP discussion -- if you don't like
someone's idea, then say so publicly within CIDNI. No one should
be intimidated privately into silence and no one is required to
pre-censure his or her idea to make sure it meets someone's
approval before being submitted for group discussion. Positive
as well as negative dialogue is allowed and encouraged.
Bad ideas, good ideas. No pre-judgement is required. The idea is
to generate, as empowered employees to build a more successful
Digital, LOTS of ideas from which the good ones will be driven
into reality. Let the light of day determine what is good or not
is a motto of our CIDNI group.
If you send anything direct solely to me, your permission for me
to post it to the CIDNI group and our VAXnotes conference must be
inserted at the bottom of your memo. If you get memos from other
employees responding to ideas passed on, PLEASE ask in YOUR memo
forwarding the idea to them in the first place that you would like
their permission in any response back to you allowing you to share
their memo response with the entire CIDNI ALF group, via DL mail
and being posted in our CIDNI_ALF VAXnotes conference.
On a weekly basis, we want to encourage group members to meet at
five o'clock in the cafeteria to form a massive brainstorming
session dedicated to generating maximum number of ideas on a
single topic, which will be consolidated into a single memo
sent to the entire CIDNI ALF group (and of course, directly into
the Employee Involvement suggestion box for review and
consideration). At the end of each meeting, we'll generate ideas
for topics for future brainstorming sessions and the topic for the
next meeting.
At this time, the ALF CIDNI master distribution list (DL) and the
CIDNI_ALF Vaxnotes Computer Conference will be maintained and
updated by David Carnell. Please be aware that the ALF CIDNI
Group itself "owns" this DL and the conference and activity (and
David Carnell is just maintaining the updating of both).
As the current Digital corporate philosophy on employee
involvement and empowerment implies, driving new ideas into
creation must be done by every employee. No longer can we just
say that "they" should do something; for in fact, they is us, and
we, each of us as a member of the Digital family, do and can make
a difference -- but only if we get involved in bringing about
constructive, positive change.
USING ELECTRONIC MAIL AND THE CIDNI ALF DL
For ALL-IN-1 users, when you receive a notification memo
containing the latest updated distribution list, simply do a File
Message (FM), filing that new memo under the name CIDNI
DISTRIBUTION. When a newer update of the ALF CIDNI Distribution
List is sent out, simply FM the new memo to your file in your
ALL-IN-1 account. Immediately delete the older DL update memo on
file.
Since there must be a changeover time when ongoing dialogue is
re-started on a NEWER updated list, the latest DL update memo will
be sent every Friday morning (around 9:00 a.m. EST unless more
frequently for some reason) since many additional ALF employees
are joining the group at this time (and some are discontinuing).
All new mail memos created by anyone after receipt of the weekly
update should switch to a newly created electronic mail memo using
the newest DL update that arrives every Friday so all new members
get properly copied.
BE SURE TO RE-START ALL ONGOING CONVERSATIONS USING THE NEW
UPDATE.
For ALL-In-1 users, when you want to introduce a new topic to the
group, do a Select, pulling your filed memo into your electronic
mail menu. Then do an ANSWER (A), followed by A for answering all
addressees on the distribution. Write your topic accordingly.
Finally, before sending, do a Modify Header (MH) and change the
subject accordingly to your new topic for discussion. Preface the
subject name with CIDNI: so everyone quickly knows the mail is for
CIDNI discussion. Answering an ongoing conversation around an
already introduced topic simply requires that you do an answer to
all addresses after reading a given memo. REMEMBER, every Friday
(unless you get a DL update sooner), initiate all conversations on
brand-new memos using the latest DL update and delete the now
obsolete older DL update memo. Otherwise, new members will not
get properly copied.
For those employees with VMS Mail only capabilities who receive
CIDNI mail but cannot answer to all addressees (since they get
stripped off the header -- different from ALL-IN-1 users), those
members should send either their memos on new topics or memos that
are in reply to ongoing topics DIRECT TO ME, making sure you title
the subject appropriately. If in, I will then forward those memos
to the entire ALF CIDNI group. My working VMS mail addresses are
either ODIXIE::CARNELL or DIXIE1::CARNELL.
If you do NOT wish to be a member of this group (especially those
invited and/or added at the request of others), or if someone
wants to be added to the ALF CIDNI Group distribution mail list,
just send a memo to DAVID CARNELL @ALF (VMS address is
ODIXIE::CARNELL or DIXIE1::CARNELL) indicating your desired action
(note: DL updates to all members are once a week only). If you
know of others at ALF who may have an interest, tell them about
it, giving them a copy of the latest charter. If they want to be
added to the DL, tell them to send a memo with their request.
For the benefit of new members to our group, this charter will be
imbedded within each Friday's new update DL memo. Please forgive
the ever lengthening nature of this charter, it is necessary at
this time.
DIGITAL INTERNAL USE ONLY
|
| 1009.2 | Oh, no ...not another committee ?! | CSC32::S_HALL | Digital Employment Corporation | Wed Jan 17 1990 15:21 | 17 |
|
Please, no more committees ! The ones I've seen are typically
dominated by the same faces over and over again. There's a lot of
yacking, then some huge wad of paperwork is generated that
management nods at perfunctorily, and round-files.
While the extreme upper levels of management in the company may
genuinely be interested in employee ideas, middle and lower levels
have too much at stake in the status quo. Expect anything substantive
that is suggested to be filtered to the point that it is unrecognizable
by the time it gets implemented.
Suggestion boxes are nice, but I think more could be accomplished with
a bit of attention to the "deadwood" note some few notes back in this
conference.
Steve H
|
| 1009.3 | not at all | ODIXIE::CARNELL | DTN 385-2901 David Carnell @ALF | Wed Jan 17 1990 16:55 | 11 |
| REF: <<< Note 1009.2 by CSC32::S_HALL "Digital Employment Corporation" >>>
-< Oh, no ...not another committee ?! >-
If say a facility has 100 employees, I envision 100 employees working
together as a single team to create and drive change upward from a REAL
grassroots, self-managed standpoint.
No, I don't think just "another committee."
Not at all.
|
| 1009.4 | | LESLIE::LESLIE | Think laterally. Move forward. | Wed Jan 17 1990 17:55 | 1 |
| We call this "lunch".
|
| 1009.5 | Smells like a UNION | SMAUG::GARROD | An Englishman's mind works best when it is almost too late | Thu Jan 18 1990 01:52 | 5 |
| Re .3
Oh you mean a UNION not a COMMITTEE
Dave
|
| 1009.6 | justify your accusation | ODIXIE::CARNELL | DTN 385-2901 David Carnell @ALF | Thu Jan 18 1990 13:10 | 29 |
| REF: <<< Note 1009.5 by SMAUG::GARROD "An Englishman's mind works best when it is almost too late" >>>
-< Smells like a UNION >-
<<Re .3
<<Oh you mean a UNION not a COMMITTEE>>
Now that's a baiting, propaganda reply designed to stifle employee
involvement and participation and empowerment if I ever read one. Are
you advocating that any three or more employees who want to build a more
successful Digital and start talking amongst themselves to create ideas
and drive them into reality are guilty, according to your little
comment, of promoting a dreaded "union"?
You are guilty of putting me down for submitting an idea and you are
guilty of balderdash.
I promote and advocate the idea of a self-managed, self-motivated,
self-inspired empowered total workforce dedicated to building a more
successful Digital, who has no need for bureaucrats but only leaders.
I stand for ethics and compassion to all employees and for doing the
right thing.
On what basis do you make this accusation?
On what justification to the betterment of Digital do you justify your
put-down of me to intimidate me and all concern employees who want to
build a better and more successful Digital?
|
| 1009.7 | Sample from CIDNI ALF discussion | ODIXIE::CARNELL | DTN 385-2901 David Carnell @ALF | Thu Jan 18 1990 13:42 | 155 |
| REF: 1009.5 accusation by GARROD -< Smells like a UNION >-
Here's one idea submitted for CIDNI discussion, posted with permission.
Perhaps GARROD can explain to all how this promotes unions and not a
more successful Digital, benefitting both the company and employees.
I N T E R O F F I C E M E M O R A N D U M
Date: 10-Jan-1990 02:22pm EST
From: Philip W. Gatlin
GATLIN.PHIL AT A1 at SAHQ at ALF
Dept: Customer Services
Tel No: DTN 385-2768
TO: See Below
Subject: CIDNI: Redeploy/Software Training Suggestion
Here is a suggestion I sent out back in November before the CIDNI information
was available. I have received confirmation, but no other information or
follow-up from Corporate. I would like to hear what everyone thinks of the
idea and any suggestions/commments for enhancing the suggestion.
Regards,
Phil
Distribution:
TO: David Carnell @ALF ( CARNELL.DAVID AT A1 AT ODIXIE AT ATO )
CC: ALAN ZIMMERLE @CFO
CC: MIKE WRIGHT @ALF
CC: MEL WOOLSEY @ALF
CC: GENE WOLLSCHLAGER @ALF
CC: CHERYL WILLETT @ALF
Use the RDL option to see remainder of distribution lists.
I N T E R O F F I C E M E M O R A N D U M
Date: 14-Nov-1989 01:17pm EST
From: Philip W. Gatlin
GATLIN.PHIL AT A1 at SAHQ at ALF
Dept: Customer Services
Tel No: DTN 385-2768
TO: EMPLOYEE INVOLVEMENT @CFO
Subject: Suggestion
If we do indeed have excess or mis-applied human resources, I have suggestion
that will solve two problems at once.
As long as I can remember Digital has had a shortage of software expertise in
one area or another. This shortage of qualified people now is impacting our
plans to adequately staff the Customer Support Centers with All-In-One,
Networking and VMS expertise. Long range projections for the industry indicate
the need for this type of experience will be even greater as software takes on
a more and more important role in computing strategy.
Another company I worked for years ago solved a similar problem by re-deploying
human resources in a creative fashion. They offered "all" employees the
opportunity to apply for a new software training program that was being
developed. The company was staffing up for the influx of computers throughout
their operation and the expertise in the quantities needed were not available.
The process I am recommending is as follows:
1. A program is announced internally by Digital whereby
all (or those in a targeted environment, i.e. manuf. etc.)
employees interested in a career change can apply for
testing. The program is explained from the needs of Digital
perspective and the opportunity it affords employees for
training in a new career.
2. Everyone who applies is given an apptitude test designed to
indicate their potential to be trained and work in software.
I know Digital doesn't like the "T" word, but extraordinary
times call for extraordinary measures. This is the only way
I know of to test apptitude on the scale required by the
circumstances. The application for testing and training is
voluntary and should present no problems for employees.
These types of test are commercially available and have been
proven to be valid testing instruments. As an example, I
didn't do well on the test, have now been in the computer
business for 30 years and still can't program my way out of
a paper bag. On the other hand, a high school friend of mine
who was working in the company mail-room scored well on the
test, went through the training and later became the MIS
Director!
3. Everyone who makes a qualifying score is then interviewed.
The session is only part interview as much of the time is
spent explaining the program, training and job after training
is completed. Basically, those who have decided to back out
or confirm their desires for another career can do so
gracefully. The interview is also used to determine the
commitment the applicants are willing to make to a career
change and all the work involved.
4. The employee is released from their normal job and put
through basic, advanced and then specialized training at
Digital's expense. The specialized training would depend on
the employee's potential and Digital's needs at that time.
Some external training may be required, but Digital is
capable of providing all the training if the program is
planned and implemented properly. Some OJT should be mixed
in to break up the training process and allow the students
a chance to apply some of their new found knowledge before
going to the next level.
5. Job interviewing and placement could take place during the
training process as exceptional students are identified and
matched with the most critical needs of Digital. At the
very least a "career day" could be held near the end of
training to allow managers from across the country to come
in and recruit the graduates.
6. Digital must be prepared to make one commitment or another
to the employee. If they cannot meet the requirements of
the class they can return to their previous job, a job is
promised at the beginning of training or one is guaranteed
on completion of training.
Of course, this is not a short-term solution to either excess resources or
lack of critical skills. It is a process though that if put in place now
would help solve Digital's long term problems. It would restore confidence
with the employees that Digital is committed to training, re-deployment and
the welfare of it's employees. The investemt by Digital would be small compared
to the benefits gained through this process. The program could continue on a
permanent basis or repeated every 2-3 years to meet the needs of Digital's long
range plans.
My experience has shown me that employees with a high degree of potential can
be found at all levels and functions within the company. In more than one
location there are individuals from clerks to engineers who can excel in
another field if given the opportunity and encouragement from management.
I don't see how Digital can lose. A critical slot is filled without going to
the high-priced street, another employee feels good about his/herself and their
future and Digital is in control of it's headcount and expenses.
Thank you for this opportunity to "air" my views and offer a suggestion that
I believe has merit for the present.
Regards,
|
| 1009.8 | Quality circle? | SUPER::MATTHEWS | | Thu Jan 18 1990 14:35 | 5 |
| Actually, it sounds kind of like the "quality circle" mechanism that
originated in Japan. Have you looked into this? There are other
corporations in the US that use it.
Val
|
| 1009.9 | Circles & Unions!? | TRNING::DEGROSS | This space left Virtual | Thu Jan 18 1990 14:55 | 11 |
| Re: .8 - Yes it does sound a little like a Quality Circle, and
several large U.S. corporations are using the concept (even in the
computer industry!).
Re: "Unions" - Perhaps this is a misunderstanding... at least
I hope so. The idea described is to eliminate the "US vs THEM"
attitude that unions thrive on, and create a mechanism for mutual,
non-combative discussion. Unfortunately, the winner-loser mind-set
is a tough habit for some people to break. Maybe someday.....
|
| 1009.10 | WOAH!!!!!! no "union" talk here! | FSADMN::FSHIVER | | Thu Jan 18 1990 15:13 | 33 |
|
Having been a menber of, (and still am) the International Brotherhood
of electrical workers (IBEW) for ...MANY... years, and having been
involved when a "NON-union" company was voted into the union (not
involved in assisting to bring this about, Just working there when it
happened)
The activity which Mr. Carnell is working with here at ALF, is ...IN
NO WAY... anything like a union. It is for the betterment of Digital,
and the people that work for Digital, and is NOT for the grandisement
of it's self. it could be better classed as a Consortium.
As a note of intrest, i KNOW of at least one item brought out by the
activity here, was corrected within a matter of HOURS of it's entry
into the system. it is aimed at bringing to the attention of the
responsible groups items which (No matter HOW good you are, it is
IMPOSSIBLE to think of everything!) were either overlooked, or somehow
got lost in the shuffel.
to accuse someone of starting "union" talk, which to some automaticly
mean "Union Aggitator" is something that should be done with EXTREME
caution.. NO ONE here (that i am aware of) is,or has
advocated,discussed, or brought up the subject of a "UNION". So, PLEASE
look at what is being advanced BEFORE making statments...
NOW as for a Committee, again, i feel THAT is not the correct label
(if you MUST place a label on it) it's just a follow through on the old
"TWO HEADS ARE BETTER THAN ONE!" and in this case 50,000 heads beat
none!
Forrest
|
| 1009.12 | CIDNI's a good idea!! | SAHQ::JJONES | Ukrainian Beauty! | Thu Jan 18 1990 15:48 | 13 |
| I heartily agree with the format that has evolved for CIDNI here at
ALF. It is definitely a "group effort," and in no way can be construed
to be a union or any other sort of "club." Any and all Digital
employees are not only welcome to join in but are encouraged to do so.
As stated earlier, several suggestions have already been acted upon and
have resulted in positive change.
Thank you, David, for taking the time to set up this forum and
continuing to act as the monitor and facilitator. If we all contribute
any ideas we have for more efficiently and effectively functioning here
at Digital, I believe it will benefit everyone -- particularly Digital!
|
| 1009.11 | I was obviously misunderstood | SMAUG::GARROD | An Englishman's mind works best when it is almost too late | Thu Jan 18 1990 21:09 | 13 |
| You all misunderstand me. The use of the term UNION is not derogatory
(sp?). I think UNIONs are a jolly good idea. A UNION as far as I
understand is a formal organization of employees that represents those
employees to the company managers. The aim of a union is to better the
lot of the union members. Often but not always this is done by making
suggestions that are aimed to increase the bottom line on the Income
Statement.
I was just pointing out that you didn't need some fancy name for the
committee that you were talking about. It is a form of union. Now
what's wrong with that.
Dave
|
| 1009.13 | There is no free lunch | FEGPX::SWEENEY | Patrick Sweeney in Hong Kong | Thu Jan 18 1990 23:24 | 7 |
| Frankly, I have heard enough about "process" (new management
techniques, committees, groups, etc.) to last several lifetimes.
Fatigue, skepticism, and even resistance to the "scheme de jour to save
Digital from itself" is becoming as a common as the recognition that
all good ideas either cost money, or redeploy people with scarce skills
or both.
|
| 1009.14 | Letter from Ken Olsen to Employees 18-Jan-90 | ODIXIE::CARNELL | DTN 385-2901 David Carnell @ALF | Fri Jan 19 1990 19:45 | 92 |
|
I N T E R O F F I C E M E M O R A N D U M
Date: 19-Jan-1990 01:50pm EST
From: David Carnell @ALF
CARNELL.DAVID
Dept: SOA CS Proposals Sup Grp
Tel No: 385-2901/404772-2901
TO: See Below
Subject: CIDNI: Letter from Ken Olsen to Employees 18-Jan-90 Livewire
Here is the latest letter from Ken Olsen to all employees posted
in Livewire, 18-Jan-90. Note especially the last paragraph. I
submit KO is behind employee empowerment, involvement and
creating ideas collectively to build a more successful Digital.
We need to bring the concept of CIDNI to every employees'
attention in the ALF facility, getting everyone involved,
expressing our ideas as members of a total ALF team, and driving
into reality on a grassroots basis the good ones, which we will
all know intuitively, as all ideas are expressed in our public
CIDNI at ALF forum via e-mail, VAXnotes and in-person meetings.
"Never doubt that a small group of thoughtful, committed citizens
can change the world. Indeed, it's the only thing that ever
has." Quote from Margaret Mead.
Our world is Digital.
Regards,
David
I N T E R O F F I C E M E M O R A N D U M
Date: 19-Jan-1990 08:11am EST
From: VNS
VNS@CASEE@MARVIN@KOALA@RAVEN1@MRGATE@ODIXIE@ATO
Dept:
Tel No:
TO: See Below
Subject: VNS #1985
<><><><><><><><> T h e V O G O N N e w s S e r v i c e <><><><><><><><>
Edition : 1985 Friday 19-Jan-1990 Circulation : 7775
VNS COMPUTER NEWS ................................. 242 Lines
Please send subscription and backissue requests to CASEE::VNS
VNS COMPUTER NEWS: [Tracy Talcott, VNS Computer Desk]
================== [Nashua, NH, USA ]
Digital - Letter from Ken Olsen to employees
{Livewire, 18-Jan-90}
Our financial position is strong, and today we have the products that we
dreamed about a few years ago. We've realigned organizations to let sales
focus on selling and marketers on marketing. We've put decision-making closer
to the sales person. We're focusing on accounts. We've made a lot of progress
in our enterprise integration work. But we could do so much better with the
excellent products and people we have.
Remember, customer satisfaction is our paramount goal. We have to focus
attention on removing barriers that keep us from doing our very best for our
customers.
We're a big company in a fast-changing industry. Our size is a big advantage
in terms of all the products, services and experienced people we bring to bear
to solve the business problems of our customers. But we have to watch our
costs carefully while not allowing ourselves to get tied up in process. Like a
seven-foot basketball player, we need to work hard, constantly, to stay in
shape to be fast and effective. Size is an advantage in this game, but we have
to be agile, quick and lean.
We have so many creative people who want to contribute. We have to make sure
that good ideas are heard and implemented. We have to listen. And we also have
to speak clearly. We want to enable everyone to focus their collective
energies in new directions, to change as we need, when we need.
<><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><><>
Please send subscription and backissue requests to CASEE::VNS
Permission to copy material from this VNS is granted (per DIGITAL PP&P)
provided that the message header for the issue and credit lines for the
VNS correspondent and original source are retained in the copy.
<><><><><><><><> VNS Edition : 1985 Friday 19-Jan-1990 <><><><><><><><>
Distribution:
(removed)
|
| 1009.15 | The word "union" is dangerous! | MUSKIE::SCOTTG | Greg Scott, Minneapolis SWS | Sun Jan 21 1990 02:33 | 10 |
| re .11
In the USA, the word "union" brings out lots and lots of emotion.
Discussions about unions often are like discussions about politics
and religion - everyone has an opinion and not many people are neutral.
Be careful using the word "union" - most people in the USA think
of much more vivid images than your description in .11.
- Greg Scott
|
| 1009.16 | Well then, let's try something new ! | NOSNOW::GEORGE | | Sun Jan 21 1990 14:28 | 33 |
| RE: .13
You're right! The "scheme de jour" can be an easy cop-out to "look
mahvelous" and still not actually get anywhere.
But *WE* have allowed these schemes to be hollow. *WE* have not
INSISTED that the policy/program makers in Digital follow through.
These folks pee down our backs, and we believe them when they tell
us it's only rain!
The "scheme de jour" WILL work, however, if we begin NOW to challenge
the diatribes of the P/P Makers. We must force these people through
visibility and common sense to make the programs coherent, sensible,
complementary, and implementable. I believe that when the masses of
DIGITs get involved these issues will be visible. And Visibility works
- at least it worked for Eastern Europe this fall. The key ingredient
to the success of the autocrats is that they can isolate people and
make each individual feel "alone". When we REALIZE that MOST of us
want to work for the betterment of the Digital community, we gain the
strenth of numbers. The visibility that this mass will provide will
kill the schemes and perhaps "execute" the schemer. The CIDNI groups
are vehicles for establishing the mass, removing the fear of reprisal
through establishing visibility, and then accomplishing the RIGHT
things. This usually works because the schemers lose credibility but I
would hope that these folks could change and join us. After all THEY
are products of this organization and their behavior is in most cases
learned rather than genetic.
We must all get involved NOW or next year we will STILL be complaining
about our backs getting wet from the rain......
Steve
backs getting wet from
|
| 1009.17 | TRY "DELTA" TO ESCALATE SUGGESTIONS | NUTMEG::KELLER | | Mon Jan 22 1990 10:29 | 22 |
| Local involvement groups are great for local problems, and if we each
keep our own yards clean it can have a ripple effect throughout the
"neighborhood". But when the idea is much bigger, and there are some
pretty big issues that need addressing, then there needs to be a way to
escalate to the top right quick.
Dave Grainger has implemented a "Delta" program (this time a FLA; too
many TLA's I guess), sort of a souped-up employee suggestion box
system. Suggestions sent to DELTA @OGO are routed to specific subject
matter committees, logged, ackowledged, followed-up on, reported-back
on, and subjected to close oversight by Grainger staff. No
prizes/rewards, but a promise to really look into each suggestion with
the right people with the ability to act.
Don't know if there's a counterpart program in MEM (???). If there is,
I'd suggest sending off some of your better CIDNI ideas and see what
top management does with them. I sent one off, it was acknowledged, and
now I'm waiting to see how the system really works. I hope it does,
because things are indeed getting down to the short strokes
business-wise.
|
| 1009.18 | Employee Involvement @CFO for corporate-wide | ODIXIE::CARNELL | DTN 385-2901 David Carnell @ALF | Mon Jan 22 1990 16:12 | 4 |
| In addition to sending ideas to DELTA @OGO, one might "also" copy
EMPLOYEE INVOLVEMENT @CFO for corporate-wide review and consideration
of your ideas.
|