RUSSELL EVANS talks about an HR technology that was cutting edge back in the 1950s yet is still relevant today …

Back in the mid 1950s, a production manager at a large footware manufacturing plant in the western suburbs of Sydney met with the newly appointed Industrial Relations office to complain about the amount of time factory workers were spending away from the production line.

As it turned out, many of the factory workers were mothers and grandmothers from European backgrounds who would sneak off to the toilets in small groups and share photos of their kids and grandkids. This was impacting production levels as well as the quality of the finished product.

Jumping straight into action, the IR officer reflected back to a story he had heard from a WWII article about the impact of certain colours on people. Armed with the notion that the colour red creates claustrophobia, he snuck into the factory over the weekend and painted the walls of the ladies toilets a brilliant shade of red.

wITH HR technology Within 30 minutes of the workers arriving at the factory on the following Monday, the place erupted in furore with what we now deem as “Employee Engagement” flying out the window.

Dragged up to see the MD, a wise old American who had just about seen it all, the IR officer was thinking his days were numbered. However, rather than marching him out the door, the MD asked the IR officer if he’d sat down with the workers to understand why they were spending time away from the production line. With his tail between his legs, the IR officer hastily convened a meeting with 7 of the more senior female workers & as instructed by the MD, asked a few questions and listened intensely to the responses.

After 20 minutes of discussion, it became apparent to the IR officer that the female staff had a strong need to socialise with their colleagues to talk about the most important aspects of their lives, namely, their families. Secondly, they had an equally strong need to be doing something they could talk to their grandkids about with a sense of pride..in other words, they needed a sense of purpose & significance.

Upon sharing this feedback with the MD, the IR officer put in place an extended weekly Friday morning tea to provide an opportunity for plenty of social interaction. To address the need for significance, the IR office put up pictures of famous Australian tennis players who wore shoes made by the factory. During the next Friday morning tea, the MD spoke to the staff, telling them the purpose of their jobs was to help build the future Wimbledon champions.

Within weeks, production levels were at an all time high. Whilst this true story is about an event that took place over 50 years ago, the core principles of developing an employer value proposition and instilling staff with a strong sense of purpose have always been immensely important to achieving a highly engaged workforce….and let’s face it, it’s sure beats painting the walls red.

Russel Evans - HR technologyRussell Evans is director of Zemu Consulting, a HR technology company based in Sydney. Check out their website www.zemu.com.au or follow him on Twitter: www.twitter.com/zemuconsulting