The 6S lean management originates from methodology created by Toyota Production System between the years of 1948 and 1975. This procedure enabled the Japanese company to produce higher quality products faster with less waste and inventory than the competitors. While the fundamentals of 6S management were created decades ago, the benefits of the methodology persist even in today’s conditions.

Completely aware of that, we worked on a plan of 6S improvement through all existing levels within chosen production facility. Knowing that it requires dedicated and long-lasting approach, we divided the whole process into 10 steps from training the staff through defining standards and plans to continuous improvements.

 To achieve the main goals,  we founded 6S Council  inside the company we work for, assigning them the following duties:​​​​​​​

• Construction of support infrastructure,
• Developing a vision / set a destination,
• Creating a mission / define a way,
• Create and work on a plan for the next 12 months,
• Revision of results and delegation of activities,
• Ensuring continuous improvement,
• Defining standards. 

After first steps implemented, we continue to follow the progress carefully.

 Some people see things as they are and ask WHY.
We dream of things that never were and ask WHY NOT.

                                                                           (G. B. Shaw)

Let’s stop asking why and start with WHY NOT?

Let's trace the path to new ideas, those which are breaking the limits by changing the way we work and think.

Moving forward in a more creative way hurts and it is not pleasant at all, but it is needed if the company wants to be and stay at a leading market position.

Specially if you keep in mind that following the steps of a successful employer branding strategy means to have a UNITED team – creative minds need a freedom to think and develop creative and inspirational concepts, Top Management to simulate that freedom by giving the strong wind in a back and Finance to understand and support. Each of us operating in our own field but still working as ONE.

On this way there is no place for vanity, not if we are all devoted to one goal – become an employer no. 1 and have the satisfied employees.

And that is not easy to achieve at all.

Keeping in mind the importance of online presence of the company nowadays, let observe each social network particularly.

Which posts are the best for Twitter, what to place on LinkedIn and what on YouTube? Which content is appropriate for professional Instagram? Do we have a strong online community?

From that point we are coming to the bottom line – creating the virtual community isn’t common and simple uploading the content with a million of facts, figures and project pictures. It is a very serious project which requests full dedication and high level of supported creativity.

If we want the people to hear us, offline or online, we need to give them more space.

We need to get closer to people.

Because we are the people, as well.

Instagram is presenting our business anniversaries, reference projects, artworks and official video streams. Where is the space for the community? At least a small part where we can share ideas and impressions from our meet ups or from our little celebrations for the results we achieved, which will help us to accomplish the balance between business and private ideas.

LinkedIn is definitely a place for publishing the actual hiring advertisements and from time-to-time short interviews with some of the employee. Let’s interview someone from the shopfloor and make it visible online. Or let’s take someone who started as an operator and went through a few steps upward to the current position. Let’s give more space to non-formal, but very effective activities – when we run for the kids with no parental custody, when we play tennis for children on a cancer treatment…

YouTube – let’s post about employees more frequently. Let the online world see how our Easter and Christmas tradition look like. Let us show the world the Easter drawing exhibition of employees’ kids and the video of kids' workshop inside our factory. Let’s move a little bit to the production area and show the ones who had the best reported ideas or the highest business performance.

And build up a Meet up community where we can organize the online events and connect with our colleagues from the same business all over the world. Let’s spread the good vibes between ourselves not only in one direction by posting the news over intranet, but having a real conversation and fun.

Let’s start with Coffee talks – non – formal open door meet ups with the top management allowed to each employee.

Our employees are our strength. And we should be the real community.