Like the other categories of the Baldrige framework, the Workforce domain has a direct correlation with SOAR’s Organizational Hierarchy of Needs, specifically Colleague Engagement.

The Baldrige framework assesses workforce capability and capacity to understand how the organization engages, manages, and develops its workforce (Framework, 2017). This includes recruitment, management, and retention of team members (Framework, 2017).

1. Workforce Domain: Capability, Capacity, and Climate

How does the organization assess capability, monitor capacity, recruit and retain staff, and ensure a healthy work environment (Framework, 2017)?

Strategy Deployment is a concept within the Lean management system, which is founded around maximizing customer value while ensuring respect for people. Respect for people means engaging team members in problem solving and developing standard work; ensuring a safe, efficient, and effective work environment; and creating balanced and visible work.

Living these principles supports organizations in recruiting top talent, elevating performance, and engaging ownership behaviors. While SOAR’s SES builds on this foundation, SOAR also provides leadership coaching by successful, experienced c-suite leaders to help cement these behaviors into daily practice.

2. Workforce Domain: Engagement, Performance, and Development

How does the organization foster a culture of engagement, learning, and career progression (Framework, 2017)?

Almost always within a company’s SES, “People,” or some variation of it, serves as a fundamental pillar in the strategy.

This means that numerous objectives, initiatives, and action items will stem from that pillar. Recruitment, retention, engagement, development, and performance are common branches that stem from the People branch of the Strategy Deployment Tree.

Building on the SES and the Workforce section directly above this, true Lean Six Sigma management also plays a direct role in supporting engagement and learning when embraced by leaders and staff. Additionally, the SES’s cascading scorecard and managed metrics enable leaders and staff to recognize both personal and departmental strengths and weaknesses relative to their specific objectives and goals. This accountability supports individuals who want to grow their career and take on more advanced roles, creating an equal playing field for all employees.

Organizational Hierarchy of Needs

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