by Gerard M Blair
Quality is primarily viewed in terms of corporate culture, multi-departmental ad-hoc task forces and the salvation of entire companies. This article, instead, will view these ideas as they might be applied by a Team Leader with a small permanent staff.
Quality has become the philosophers' stone of management practice with consultants and gurus vying to charm lead-laden corporations into gold-winning champions. Stories abound of base companies with morose workers and mounting debts being transformed into happy teams and healthy profits; never a day goes by without a significant improvement, a pounds-saving suggestion or a quantum leap in efficiency. With this professed success of "Quality" programmes, there has evolved a proscriptive mythology of correct practise which has several draw backs:
- the edicts call for nothing less than a company wide, senior-management led programme
- the adherence to a single formula has a limited effect, precludes innovation outside these boundaries, and reduces the differentiation which such programmes profess to engender
- the emphasis on single-task, specially formed groups shifts the focus away from the ordinary, daily bread-and-butter
Of course, these criticisms do not invalidate the ideas of Quality but are simply to suggest that the principles might well be viewed from a new angle - and applied at a different level. This article attempts to provide a new perspective by re-examining some of the tenets of Quality in the context of a small, established team: simply, what could a Team Leader do with his/her staff.
What is "Quality"?
In current management writings "Quality" has come to refer to a whole gambit of practices which themselves have resulted in beneficial side-effects; as a Team Leader, you will want to take advantage of these benefits also.
The Customer
In simple terms, attaining Quality has something to do with satisfying the expectations of
the customer. Concern for the wishes and needs of customers becomes the focus for every decision. What the customer wants, the company provides. This is not philanthropy, this is basic survival. Through careful education by competitors, the customer has begun to exercise spending power in favour of quality goods and services; and while quality is not the sole criterion in selecting a particular supplier, it has become an important differentiator.
If one ten-pence ball-point runs dry in one month and another ten-pence ball-point lasts for three then the second ball-point is the make which the customer will buy again and which he/she recommends to others - even if it costs a little more. The makers of the first ball-point may have higher profit margins, but eventually no sales; without quality in the product, a company sacrifices customers, revenue and ultimately its own existence. In practical terms, Quality is that something extra which will be perceived by the customer as a valid reason for either paying more or for buying again.
In the case where the product is a service, Quality is equated with how well the job is done and especially with whether the customer is made to
feel good about the whole operation. In this respect Quality often does cost more, but the loss is recouped in the price customers are prepared to pay and in the increase of business.
Reliability
The clearest manifestation of Quality is in a product's
reliability: that the product simply works. To prevent problems from arising after the product is shipped, the quality must be checked before-hand - and the best time to check quality is throughout the
whole design and manufacturing cycle. The old method of quality control was to test the completed product and then to rework to remove the problems. Thus while the original production time was short, the rework time was long. The new approach to quality simply asserts that if testing becomes an integral part of each stage of production, the production time may increase but the rework time will disappear. Further, you will catch and solve many problems which the final "big-bang" quality-check would miss but which the customer will find on the first day.
To achieve this requires an environment where the identification of errors is considered to be "a good thing", where the only bad bugs are the ones which got away. One of the most hallowed doctrines of Quality is that of
zero defects. "Zero defects" is a focus, it a glorious objective, it is the assertion that nothing less will suffice and that no matter how high the quality of a product, it can still be improved. It is a paradox in that it is an aim which is contrary to reason, and like the paradoxes of many other religions it holds an inner truth. This is why the advocates of Quality often seem a little crazy: they are zealots.
People as Resource
While Quality has its own reward in terms of increased long-term sales, the methods used to achieve this Quality also have other benefits. In seeking to improve the quality of the product, manufacturers have found that the people best placed to make substantial contributions are the workforce:
people are the most valuable resource. It is this shift in perspective from the management to the workforce which is the most significant consequence of the search for quality. From it has arisen a new managerial philosophy aimed at the empowerment of the workforce, decision-making by the front line, active worker involvement in the company's advancement; and from this new perspective, new organizational structures have evolved, exemplified in "Quality Circles".
Without digressing too much, it is important to examine the benefits of this approach. For such delegation to be safely and effectively undertaken, the management has to train the workforce; not necessarily directly, and not all at once, but often within the Quality Circles themselves using a single "facilitator" or simply peer-coaching. The workforce had to learn how to hold meetings, how to analyse problems, how to take decisions, how to present solutions, how to implement and evaluate change. These traditionally high-level managerial prerogatives are devolved to the whole staff. Not only does this develop talent, it also stimulates interest. Staff begin to look not only for problems but also for solutions. Simple ideas become simply implemented: the secretary finally gets the filing cabinet moved closer to the desk, the sales meetings follow an agenda, the software division creates a new bulletin board for the sports club. The environment is created where people see problems and fix 'em.
Larger problems have more complex solutions. One outcome of the search for Quality in Japan is the system of Just-In-Time flow control. In this system, goods arrive at each stage of the manufacturing process just before they are needed and are not made until they are needed by the next stage. This reduces storage requirements and inventory costs of surplus stock. Another outcome has been the increased flexibility of the production line. Time to change from one product run to the next was identified as a major obstacle in providing the customer with the desired range of products and quantities, and so the whole workforce became engaged in changing existant practices and even in redesigning the machinery.
The Long Term
However, I believe that the most significant shift in perspective which accompanies the introduction of Quality is that long term success is given precedence over short term gains. The repeat-sale and recommendation are more important than this month's sales figures; staff training and development remain in place despite immediate schedule problems; the product's reliability is paramount even over time-to-market. Time is devoted today to saving time in the future and in making products which work first and every time.
Team Quality
While the salvation of an entire corporation may rest primarily with Senior Management, the fate of a team rests with the Team Leader. The Team Leader has the authority, the power to define the micro-culture of the work team. It is by the deliberate application of the principles of Quality that the Team Leader can gain for the team the same benefits which Quality can provide for a corporation.
The best ideas for any particular team are likely to come from them - the aim of the Team Leader must be to act as a catalyst through prompts and by example; the following are possible suggestions.
Getting Started
There will be no overnight success. To be lasting, Quality must become a habit and a habit is accustomed practise. This takes time and training - although not necessarily formal training but possibly the sort of reinforcement you might give to any aspect of good practise. To habituate your staff to Quality, you must first make it an issue. Here are two suggestions.
The first idea is to become enthusiastic about one aspect at a time, and initially look for a quick kill. Find a problem and start to talk about it with the whole team; do not delegate it to an individual but make it an issue for everybody. Choose some work-related problem like "how to get the right information in time" and solicit everybody's views and suggestions - and get the problem solved. Demand urgency against a clear target. There is no need to allocate large amounts of resource or time to this, simply raise the problem and make a fuss. When a solution comes, praise it by rewarding the whole team, and ensure that the aspects of increased efficiency/productivity/calm are highlighted since this will establish the criteria for "success". Next, find another problem and repeat.
The second idea is the regular weekly meeting to discuss Quality. Of course meetings can be complete time wasters, so this strategy requires care. The benefits are that regularity will lead to habit, the formality will provide a simple opportunity for the expression of ideas, and the inclusion of the whole group at the meeting will emphasize the collective responsibility. By using the regular meeting, you can establish the "ground rules" of accepted behaviour and at the same time train the team in effective techniques.
One problem is that the focus on any one particular issue may quickly loose its efficacy. A solution is to have frequent shifts in focus so that you maintain the freshness and enthusiasm (and the scope for innovative solutions). Further benefits are that continual shifts in emphasis will train your team to be flexible, and provide the opportunity for them to raise new issues. The sooner the team takes over the definition of the "next problem", the better.
Initial Phases
The initial phases are delicate. The team will be feeling greater responsibility without extra confidence. Thus you must concentrate on supporting their development. Essentially you will be their trainer in management skills. You could get outside help with this but by undertaking the job yourself, you retain control: you mould the team so that they will reflect your own approach and use your own criteria. Later they will develop themselves, but even then they will understand your thinking and so your decisions.
One trap to avoid is that the team may focus upon the wrong type of problem. You must make it clear any problem which they tackle should be:
- related to their own work or environment
- something which they can change
This precludes gripe sessions about wages and holidays.
As with all group work, the main problem is clarity. You should provide the team with a notice board and flip-charts specifically for Quality problems. These can then be left on display as a permanent record of what was agreed. If you can, steer the group first to some problem which has a simple solution and with obvious (measurable) benefits. A quick, sharp success will motivate.
http://www.see.ed.ac.uk
How to Build Quality into your Team I
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