Work more efficiently with time management & process optimization in 10 steps

If you are researching the causes of errors, it is important to involve all stakeholders in order to increase the acceptance of the findings. This requires a certain amount of communication.

This is how cultural changes are made - 10 steps

Experience has shown that cultural changes in the company do not happen overnight.

Patience, persuasion and Energy are required for this. The Set must be clearly defined and the selection of the suitable instruments are then selected. The further procedure can then be based on this.

1. root cause analysis

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If reported errors are simply assigned to a specific cause by another hierarchy, there will soon be a defense and a demotivation regarding further error messages.

The feedback and that Feedback of those affected are therefore essential when investigating the cause.

2. Defined information paths

A standardized error management also includes a klare Defining how the information from the
Troubleshooting will be forwarded.

This requires the following Ask be clarified:

• Who will be informed?
• Who still has access to the information or an electronic authorization to receive the information?
• In which way is informed?
• How often is informed - ongoing or periodic?
• How is the confidentiality of the information secured?
• Is feedback required or possible?

3. Clear agreements

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Here, too, it is necessary to clarify whether the Information For those involved, there is an obligation to collect or deliver: Is it the employee's responsibility to find out about errors that have occurred and been reported, or does he receive this information (also without being asked)?

It is also important to determine in advance how to proceed in the event of information misuse. What happens, for example, if confidential information leaks out about an error? Where can a Employees contact him if a report he has entered confidentially is used against him by a superior?

4. Responsibilities

Here, you determine who is responsible for which instrument in the entire process of error recovery, evaluation and forwarding.

Which error is reported to whom? It is particularly important to clarify who is the suitable Measures, which result from the analysis of the collected data.

5. Who is involved in decision-making?

It is also important to note who is involved in the decision-making process. In our consultations, we always recommend a separate flow chart or organization chart for error messages draw up.

• Will the topic be discussed within the department or across companies?
• Are our own bodies created?
• Who is responsible for implementation?
• Who is responsible for controlling?

6. working groups

These teams are dedicated to introducing, training, and anchoring a corporate culture of error. They should as far as possible be composed of different areas and levels in order to create a broad acceptance within the company.

Ideally, corrective measures that are developed in these working groups should also be transferred to other areas of the Company can be transferred.

7. Criticism and feedback culture

A central instrument of a functioning error culture is the communicative handling of the problem of error.

An positive Error culture is a constant process. It is not enough to define the instruments once and then hope that they will be used over and over again. Rather, it is essential to inform and motivate all those involved - and that means all employees in the company - again and again.

8. Info events and error meetings

Only if each always before Eyes is performed, what benefit he personally draws from the new system of dealing with errors Implementation successfully be. This instrument must be exactly to the needs of employees can be adjusted.

Too many events overwhelm and tire the employees. They can not be experienced by employees as a wasted time, but as a useful fixed part of their work. The results and findings from these events must be comprehensible to all.

9. Defined controlling

Compliance with all instruments should be monitored accordingly. It is necessary to clarify who is responsible in what form and frequency.

Controlling here includes all measures that serve to implement a positive culture of error.

10. Significant error consequences

Employees should be able to identify the consequences of an error. It is also necessary to know the consequences of an intentional or grossly negligent error.

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