Page 19 - BCML AR 2019-20

FOR YEARS, BCML MADE THE MOST OF A
STRUCTURE WHERE EMPLOYEE FEEDBACK
WAS AGGREGATED WITHIN TEAMS AT THE
PLANT LEVEL. THIS STRUCTURE ENHANCED
TEAM EFFICIENCY WITHIN MANUFACTURING
FACILITIES, THE BASIS OF OUR OUT-
PERFORMANCE

In the new BCML, we believe Besides, this communication pipeline
that opinions – the lifeblood of will enable the senior management
all progress – do not just need to to enter into a dialogue with
be aggregated; they need to be managers across tiers, roles and
escalated, dispersed and shared. functions, making it possible to share
the strategic direction and a larger
We believe that all voices – not organisational picture.
just select - need to be heard,
captured, classified and escalated This alignment – top to bottom and
to the right people for timely and bottom to top – will accelerate a
informed decision-making. Such an pan-organisational exchange in a
approach will not only enhance our structured manner.
responsiveness; it will also deepen This makes a reinventing BCML more
employee conviction that they like a river – the flow of water are the
matter within the larger system, opinions, feedback and information
strengthening morale and emotional passing through the organisation; the
ownership; it could provide a basis for river is different across moments and
their empowerment, recognition and yet remains the same.
remuneration; it could help create the
next round of leaders from within.

Changing culture

Stronger Enhanced
Bottoms-
up feedback strategic strategic
flow implementation effectiveness

More
motivated Quicker
action
workforce

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