Management Playlist - Kaizen Reboot-Stop Wasting Time & Money

What's going on guys? I'm back up in a less talk segment. We're going to talk about how companies are filling positions upon positions and ghost jobs and some everything that's going on right now. They still miss in a point is a simple process that management supervisors should be knowing, learning, understanding, implementing it and the whole nine.

But first let me give you the intro. There's two things you don't want to waste in your personal life and running a business. It's time and money. You don't want to waste time doing something at your job.

When do it quickly as possible, spend at least amount of money and get the most productivity done. Right. Upper management still has this thing where they run you around the building, jump through hoops and walk on fire and everything else just to do a simple task. They pay you a nice chunk of change to do so so they feel that they got to put you through the ringer.

They feel better for themselves. But the thing is they waste more money and more time and things aren't getting done. So what they really need to understand, which I actually took a course many years ago, is the kai zan. Check just thumbnail right here is a tutorial on kai zan, what is all about the breakdown and also leave a thumbnail down below in the description, which is a simple, low cost course of kai zan certification.

So simply put is continuous improvement, process the streamline and get rid of the fluff, getting rid of all the extra in between that holds up a lot of things at your workplace. So give a quick example of maybe two. There was a department that actually when they print something they had to walk down the hallway to the main printer to get their paper, maybe standing line waiting for the paper, come back, print something again, go back down there. You catch it on so it was a lot of time being wasted on 10 minute walk.

Six to 10 times a day, a lot of money wasted, come out cheaper, just go ahead and buy a printer within that department. If you accumulate five, six people in that department walking back and forth all day through the math, right. Second, which I actually mentioned in the beginning is process of doing something, you know, a lot of times management supervises to make the simplest task the hardest task. Right.

Who has time for that. Get things done and move on to the next chapter of your life at work. When it comes to your workers, the people that you're hiring, a lot of upper management constantly hire more people in their department. The thing is a lot of their employees actually is moking out their tasks that is given to them.

Instead of them being re-skilled and up-skilled to make sure they know what they're supposed to be doing, their scope of work. They eventually hire another person to take on that little bit of workload. That person got the same mindset of he's looking at the next person that went there before them. He's going to follow suit.

Upper management has to hire another person and another thing. Things aren't getting done. If you hired that one super employee, which dumb now, check that out. Some smart companies are starting to hire super employees.

These are the passionate driven employees that come on, which you don't need five, six people to a department. These super employees actually covered two to three employees, job description, scope of work, you consolidate, cast on, you consolidate. A scope of work, you pass it off to these super employees and watch stuff get done. More companies are already employing these super employees.

I'll leave a link down below to check out the tutorial or thumbnail at the end to check it out. It's really mind blowing that you have these type of people with specific skill sets that come in and get stuff done. It's true. I'm one of them.

We're in the next clip. So what companies are doing still to these days when it comes to hiring someone? Quarge your due to the interview, this and that you hire, you go to your department, get introduced and they give you that 30 day probationary period that they still do. Let's guys on it a bit.

Smart company, you come in to do an onboarding, it can take three to five days. Afterwards you release to your department. There's a senior guy there who maybe management himself. They would take you on as a drill 30 days of how everything should be.

What's in this place? This is an ad where you should be done. How it should be done. Who's the contact?

Who the person you go to? That's 30 days. Forget the 90 day per week. I know antiquated companies are still doing it and whatever reasons you could just comment below.

So I can fully understand why it should make sense these days, but it doesn't. So we go onboarding 30 days per patient. After that, are there any re-skilling up-skilling? Is that taking place?

Part of the coson process, which is you get input from your employees. It's not all about upper management sitting there saying, you should do this because I said so. You should get feedback from your employees. Those are ones that actually do in the work.

You should get feedback from them how to set up a coson practice in whatever they're doing. Whether it's financing, technical, of course my first love, the warehouse, the backbone of any business. Always said that and nobody will stick to that. So what do you guys go from there?

Get a process in place. Get a procedure in place where it doesn't consist of a lot of running around. A lot of fluff. Get a coson process in place that will eliminate, sadly say, a couple of employees.

Who can you double up, triple up on? That's dependable. Knowledgeable. A passionate worker, a team player.

You have to sit and really hone in on that particular individual and best believe. You got a brick bread. I'm not sitting here saying that he or she should be the only one in that department. I've seen departments have six, seven people in there versus the same as that department at a different job.

We're only three people doing almost the same amount of business money wise. The three person department has super employees they're working for them. And bread would be broken over there. It was getting paid.

It wasn't going away. Now other companies will say, I'll rather take five, six, seven people in that department. Just so those, if I get three good employees, they got us. They could do all the demands and stuff.

No, no, no. Some companies, yeah, but different mindset. Way different mindset dealing with smart companies. So let me go ahead and kind of end this up.

Make it nice and short even though it was running over. But hopefully, upper management, supervisors. I hope they blow past my channel. Check out my tutorial, regardless of this.

It's 2024. And the workforce is crazy right now, you know. So you really got to think, if you being a manager or supervisor, you got to save money. And your department saved money.

Check out my tutorials, which I'm going to leave them there. Thumbnails, onboarding process. What management should be known right about now. HR skills, Q&A skills that management should have in 2024.

You know, I'm talking about. Swing through my channel, check it out. Leave a comment down below as to asking. Mark, what the hell are you talking about?

I'll send you personal links. Go ahead and check out. Answer your questions. The workforce has changed for the better.

You got to change with it. So go ahead and do your do many things. So check them out. I'm going to catch you guys in the future.

Mark your Williams. I'm out.