Some managers and supervisors recognize their employees, and the executive team recognizes and awards employees annually for outstanding commitment to safety, quality, collaboration and customer satisfaction. However, due to the issue of functional silos, most employees tend to be accusatory of others rather than accepting responsibility when objectives are not met or things go wrong. This culture exists throughout the organization, including among the executive team, and is fostered by a lack of accountability.
Support from management
The executive team sets objectives too late in the year (2016 objectives have not been cascaded as of 1/21/2016), and many of the objectives are either weak or unrealistic. Key performance indicators generally center around continuous improvement in safety, quality, delivery and cost (SQDC). However, the resources provided are insufficient to achieve the targeted results, which exemplifies a lack of true commitment to the stated objectives.
Many of the middle management in the organization is "home grown", which worked well for a small business but does not work well with the current size of the organization. This results in a management team that is generally unfamiliar with modern practices for a medium-sized business.