Having visited over 100 modular, manufactured, and offsite construction factories over the past 30 years, it has become apparent which ones have management teams that have settled into a state of complacency and which teams are still motivated to achieve better results.
If you suspect that your factory management team has lost its ambition or motivation, there are several warning signs you might observe. Remember that these signs are not definitive proof but rather indicators that you might need to investigate further or take steps to re-energize your team.
Lack of Initiative or Proactiveness:
Management team members who were once proactive in seeking out opportunities or implementing improvements but have become reactive or overly cautious may be showing signs of lost ambition. I see this in a lot of General Managers in our industry. They may no longer take the initiative to address potential issues or propose innovative ideas.
Resistance to Change:
If your team becomes comfortable with the status quo and resists changes that could improve the organization, this might indicate a lack of ambition. Sales Managers tend to fall into a pattern of resisting change. A passionate team will typically embrace changes that could improve efficiency, quality, or other important factors.
Lack of Engagement:
Low participation in meetings or projects, not voicing opinions or ideas, or general apathy towards work-related activities can be signs of lost ambition. We’ve all seen someone sitting in a meeting that has that look of wanting to be anywhere else but in the meeting. An engaged team is typically enthusiastic about their work and eager to contribute to discussions and planning.
Lower Productivity:
A sudden or gradual decrease in productivity might indicate lost ambition. If the management team is not taking steps to investigate or address this, it might be because they are less invested in the success of the factory. I’ve noticed this happen when the GM has lost motivation.
Poor Communication:
A breakdown in communication can often signal a lack of ambition. If managers are not communicating effectively with their teams, or if they seem disinterested in addressing communication issues, it may be a sign of waning motivation. I visited a modular factory three times in one week a few years back and the Service Manager had decided he was no longer going to be bothered with problems that week. Needless to say, he was the talk of the rest of the management team and morale took a huge hit.
Lack of Future Planning or Goal Setting:
A team that has lost its ambition may not be setting new goals or planning for the future. They might be content to merely maintain current operations without striving for growth or improvement. Maintaining the status quo seems to be the ambition level of most of the offsite factories I’ve visited!
If you notice these signs, here are several steps you can take:
Start by having a conversation with your team. Try to understand the reasons behind the lack of ambition. It could be burnout, dissatisfaction with the company’s direction, personal issues, or feeling underappreciated. Opening lines of communication can help you get to the root of the issue.
Analyze the Strengths, Weaknesses, Opportunities, and Threats (SWOT) that your factory is currently facing. This will help identify areas of improvement and form a basis for setting new goals and strategies. Many old-guard offsite factories are still having problems with the changing economic times. This could be a great time to bring a consultant with real-world experience in recharging management teams.
Once you have identified areas for improvement, work with your management team to set new, clear, and measurable goals. Having a clear direction can reignite a sense of purpose and ambition. If you are the owner or GM or possibly both for your factory, this sits directly on your shoulders. Remember, you will be the last person turning off the lights when your factory fails.
Continuous learning can help keep the team engaged and motivated. Encourage your team to take part in professional development opportunities and provide resources for them to do so. I find it very interesting that so few members of modular factory management teams attend conferences, exhibitions or conventions. On the other hand, it’s also interesting that most of the newer offsite factories send everyone to these events.
Helping your team reconnect with the bigger picture is essential. Why does the work they do matter? How does it contribute to the company’s overall vision and mission? These reminders can help reignite passion and ambition. Again, this has to come from the owner or GM.
I know a lot of owners/GMs use recognizing hard work and rewarding success as a motivator but honestly, does rewarding a mediocre team to begin doing what they are supposed to be doing a good decision? That seems like giving people a “Participation Award”. Make sure your team feels appreciated for the work they do and once they are acting like a motivated team again, then begin rewarding.
Make sure your team has the resources they need to be successful. This could mean investing in new equipment, hiring more staff, or implementing more efficient systems.
Burnout can often lead to a loss of ambition. Encourage your team to take breaks, set reasonable work hours, and promote a healthy work-life balance. Millennials and GenZ team members have been known to simply quit if they can’t have that balance.
Remember, it’s crucial to address the issue as soon as possible to prevent further morale decline, productivity issues, or potential employee turnover.
