January 25, 2019

Employee Engagement and Lean Six Sigma

John Harvey

John Harvey
CEO & Principal/SAIL Consulting Group Inc.

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Before you read these blogs, be for-warned of the academic language; sorry for that - we promise they'll get better in time!  

An analysis of Brkic (2016) illustrates the relationship between lean six sigma and employee engagement and performance.  The author uses a multi-regression analysis to prove the hypothesis that employee factors are both a predictor and response variable to lean six sigma methodologies.  This is accomplished by analyzing multiple companies to test the hypothesis.  A correlation between employee reward systems and training are identified as significant predictors.  The study analyzes the effects of lean six sigma tools and their positive influence on factors such as employee performance measured through employee satisfaction, attendance and retention rates to name a few. This is further supported in the de Freitas article (2016) that points out the potential for improved employee satisfaction as a result of lean six sigma implementation.  In Brkic’s analysis the factors of employee performance and customer’s satisfaction are also highlighted.  Driving a high performance culture is the type of environment that business leaders try to create across industries.  Moreover, satisfied customers is a key success factor for any business.  According to Smith (2003), employees who had participated in 6 or more kaizen events were 20% more favorable toward the company than employees who had not.  In fact those who had not participated in any kaizen events felt more negative about the company when surveyed.  

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