Doing more for less isn’t merely subtracting the number of workers that are available. Simply removing manpower adds more risk to your production and doesn’t necessarily make it more efficient. What has to occur along side of the reduction is a reconfiguration of the current systems and departments. The new technology ought to streamline and make more reliable data available faster.
The current structure of manpower is vertically hierarchal; General Managers manage department managers and department managers manage employees. This style of micro managing is rigid and static and allows for little flexibility.
Macro Managing is a horizontal type of style that puts the flexibility of management in the hands of all the employees. With the resources and tools at the fingertips of each employee, whenever a situation occurs or in relation to decision, that person is able to make a decision based on the goals and means of the station. This flexibility will allow the station to, in a sense; hug the curve a little closer as it turns to position itself digitally.
Getting more with less can be achieved by deploying a variety of tactics. For instance: relocating the essential equipment to a primary location can add to the efficiency of a technician. A few more feet of cable can do wonders to his or her effectiveness.
Another way to reduce waste in a system is the reallocation of resources. The best source of an employee’s potential is the employee.The most important person involved in the reconfiguration of a particular process or system is the person who uses the system or the process first hand or the most. Tapping into these resources is invaluable when you are realigning your workforce. The digital domain ought to be a bridge not a wall.
Morale
WHUT may need a virtual station, in a sense. There ought to be a place where employees can go online that is dedicated to the WHUT family only. Bulletin Boards. Forums.Alumni even. This may help in fostering better morale. A sort of PBS connect for WHUT.
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