Conference 7.286::digital

    
    Grumbling in a corner (or a private conference) is not a way to encourage
    change.
    

    
    REF: <<< Note 1078.1 by ESCROW::KILGORE >>>
    
    >><<Grumbling in a corner (or a private conference) is not a way to
    encourage change.>>
    
    You must have missed the satire -- there never was an real intent nor
    will there be any such formal club, VAXnotes conference, pins or
    newsletter.
    
    And with regard to what you call "grumbling"...
    ... no employee, our most valuable asset, deserves to be put down and
    reprimanded for simply creating an idea to build a better and more
    successful Digital, and expressing that idea and opinion to anyone in
    Digital, including to specific organizations seeking ideas, such as
    Employee Involvement or DELTA!
    
    Such practice, by either a manager or an individual contributor, is
    reprehensible, immoral, unethical, and not in line with either basic
    human dignity or with Digital's philosophy of doing what's right.
    
    Since it appears that some employees, who are indeed sending
    suggestions to Employee Involvement and DELTA, are getting "dinged" for
    it, I have "written my congressman" seeking help to affect change;
    i.e., Alan Zimmerle, chartered by the Executive Committee to make
    employee involvement real, calling his attention to what I perceive to
    be a growing trend as more employees begin speaking, expressing their
    ideas and opinions, as encouraged by Employee Involvement and DELTA,
    and getting zapped for doing so.
    

    I'm not going to suggest this, because I don't want to be turned
    down, but why didn't you make, as a requirement to be a member of
    the Donkey Otey Clup the unaminous approval of a Marketing VP, an
    Engineering VP and two Digital Lawyers, neither being associated
    with the two VP's, plus the nignt operator of the elevator in building
    5 at the Mill.      
    Hard copy, no FAXes allowed.
    
    
    			;+}

    At the regular club meetings, special recognition (perhaps a bottle of
    Mylanta) should be given to those employees who, at least 2 or 3 times
    in the prior 12 month period, have done the right thing for Digital as
    a company, yet were trounced by their management because that
    particular "right thing" did not directly benefit their own group.
    
    JOn
    
    (Wonder if we can get discounts on Mylanta if it is purchased by the
    train load...)

    David, I am concerned with the almost "hopelessness" you conveyed in
    your base-note entry.  I believe that you are or at least were
    committed to the success of DELTA or similar programs.  I am also upset
    to hear that idea contributers may be receiving grief or retribution
    for their suggestions. I am fortunate to work in a Districr & Region
    that supports & nourishes employee involvement & empowerment, but I
    also realize that differnt managers are at different stages of
    "developement" when it comes to these principles.  There are still some
    "Old School" managers out there that still beleive that only they know
    the answers and that employee involvement is a form of anarchy.  The
    system is changing every day, slowly, but it is getting better.  What
    do we do when we hit these roadblocks?  Exactly what you said you are
    doing...Escalate the issue.  I honestly beleive that the upper echelons
    of Digital support what we are trying to do.  They believe it's
    working, and when it doesn't we have to make sure that we take the
    actions necessary to make it work or make it visible.  If you or anyone
    else ever needs help in the battle for success, you have my standing
    offer to assist in any manner I possible can.  We WILL/DO make a
    difference.
    

    Ref: <<< Note 1078.5 by AUNTB::REAMS >>>
    
    Thanks for the encouragement.
    
    If you have the commitment at your district, you are fortunate indeed.
    
    As you noted, it is not yet universal, being fought in pockets, and not
    at all accepted, either as a program or as a new philosophy of management
    practice at many locations.
    
    In addition, employees who have submitted ideas, either to their local
    DELTA Council or to Employee Involvement @CFO, from anywhere in the
    world, because of my enthusiasm for the program where I announced its
    initialization in the VAXnotes conferences DIGITAL and MARKETING, and
    who have been subsequently dinged and have felt pain, now has resulted
    in my ethical obligation to press this issue on behalf of every single
    person.
    
    No one must be dinged -- period.
    
    That's what "doing what's right" means to me.
    
    Now someone else must address changing and enforcing the rules so that
    our Digital culture truly encourages and supports employee creativity
    to build a more successful Digital, and truly does not tolerate those
    who would suppress and oppress employee creativity, involvement and
    empowerment.
    
    If you've been dinged for submitting an idea to Employee Involvement or
    DELTA, I think you should call the people in charge of this program and
    privately communicate what happened -- I believe they are concerned and
    if this is a growing problem, they want to hear the details so action
    can be considered:
    
    For Employee Involvement, call Alan Zimmerle, DTN 251-1288
    
    For DELTA, call Jim Pitts, DTN 223-5946
    
    It is my perception that the Executive Committe and Ken Olsen are
    sincere about employee creativity and empowerment.  And I repeat, if
    you have been dinged, you really need to call "your congressman" -- in
    this case, Alan Zimmerle or Jim Pitts -- and if they get enough
    examples, then there is basis for making rule changes and taking other
    appropriate actions to ensure that every employee has the right,
    without fear of being reprimanded, retaliated against, or being "career
    limited or derailed" just for expressing an opinion and submitting an
    idea to build a better and more successful company.
    

    I, too, work in an environment where ideas and empowerment from all
    levels to all levels is an ongoing part of our dailey business. This
    has been going on for 2 years now and shows no signs of letting up. 
    All people can be on and contribute to SGIA's All people at all levels
    of our business are listened to with respect and given the time to be
    shown how to make their idea not better, but polished into a
    presentible format taking it from a thought in somebody's mind to a
    serious presentation. If an idea is not feasible it is not immediately
    scrapped. It is given serious consideration from all levels and perhaps
    tinkered with until it is usable or all parties deem that it is
    currently unworkable. The idea might become feasible at a different
    time and so is put into a file and is look at and reviewed
    periodically. THIS DOES HAPPEN. 
    
    I just wanted to make this statement that here in my facility we are
    treated as humans and our program does work. It's called the Partner's
    Program because that's what we all are PARTNERS. It does work.
    
    
    
    
                                Phil

    
    REF: <<< Note 1078.7 CGVAX2::CONNELL >>>
    
    Partner's Program
    
    This is the way it should be at every facility and office, within every
    group and function, for every employee.
    
    And I submit, doing "it" as an ongoing practice and philosophy by all
    managers should not be "voluntary" but rather mandatory.
    
    And allowing even one exception, allowing one employee to get dinged by
    management just for creating and voicing an idea of any kind, affecting
    any part of Digital, that might help build a better and more successful
    Digital, should not be tolerated one iota for it debases the philosophy
    of Digital's ethics, valuing differences and respect for the potential
    contribution of any employee: from president to engineer to field rep
    to secretary to janitor.
    
    Discipline must be enforced in the rules by which we work as a company
    and talk alone will not suffice -- notice how all the good intentions
    did nothing to stop tuna boat operators from killing dolphins in order
    to get the results; however, now that the largest tuna canner will
    refuse to buy the tuna from such "operators" will provide the
    discipline to change the culture of the tuna boat operators.
    
    Change the rules, enforce discipline, and the culture will change.
    

    I'm not really sure what you mean in your note by the word "Dinged"?
    Were folks fired for voicing their ideas, we they demoted or moved off 
    into a deadend position?  WHAT?
    
    I would really like to get some idea of what actions are being taken
    against those that come up with new ideas.  I, too, think that all
    employees should be treated like partners.  I also believe that it is
    better to light one candle than curse the darkness.
    
    

	... "dinged" means being told "No, your suggestion is not being 
implemented at this time"!  That is the suggestor's problem.  If 125,000 
suggestions a month actually ever do start rolling in, that will be a LOT of 
those types of "dings"!

	However, there are cases of senior management reacting to a valuable 
suggestion from field folks with "Well, why did you dummies let this situation 
develop in the FIRST place?  Get back and do your jobs right (ie, implement 
the suggestion!) this time!"  I heard this from someone in a management
training class this week.  That form of management is pure stupidity!

    
    REF: meaning of the word "dinged"
    
    Simply put, being "put down" and "unofficially" reprimanded or
    chastised by management for having submitted an idea for consideration,
    
    OR being intimidated into keeping silent with the potential threat of
    the above and of course having one's career "limited" or even the
    "possibility" of having one's job eliminated as suddenly "no longer
    needed by Digital" or being demoted without real justification.
    
    OR the actuality of the above, supported by local personnel.