Machinery Lubrication magazine published by Noria Corporation
Issue link: https://www.e-digitaleditions.com/i/1433576
28 | November - December 2021 | www . machinerylubrication.com Factor: H7M Learn More: noria.com/ascend/ Factor: H7M – Goals and Rewards Systems Level: Management and Training(M) Stage: Lubricant Handling & Application About: Setting and defining goals clarifies a lubrication program's objectives, and implementing rewards systems encourages staff to reach those goals. LUBRICANT HANDLING & APPLICATION More about this ASCEND ™ Factor What is not measured cannot be controlled, a nd what is not motivated cannot be achieved; this is especially true in the field of machine reliability. e lack of clear objectives and the absence of a reward system to assess and encourage compliance with the activities of the handling and application stage leaves the success of the lubrication program open to subjective interpretation. In order to reduce faults and stoppages caused by improper lubrication, an effective lubrication program should establish clear goals, which should eventually result in, reduced lubricant consumption and increased equip- ment availability and reliability. Effective programs also use rewards for meeting goals to motivate staff performing the lubrication tasks. ese rewards can be either economic or take some other form. Plant managers will decide which ones to select; the important thing is that the lubrication team is motivated and has the right attitude and aptitude to achieve their daily work objectives. Once the goals have been estab- lished and the course laid out, there is a need for benchmarks by which to measure the progress of the various aspects of the program. Performance metrics should be identified to assess the degree to which improvements have been completed and to measure the overall effectiveness of the lubrication program. ese metrics should show the value obtained from advances in the program, which will keep everyone focused and provide justification for continued improve- ment. Having defined action plans for unmet goals will also facilitate the success of the program. Training and Certification Goals Many of the plants we go to have an established lubrication program that we are being hired to improve. e primary goals we see in these lubrica- tion programs are certification goals; these incentivize professional growth and knowledge; they turn that tribal knowledge into standard knowledge that becomes THE WAY to perform lubrication. Usually, the incentive is something like, "Receive an ML1 Certificate, receive a pay raise." e more certified you are, the better you will get paid. Sometimes the incentive is tied directly to advancement. Lubrication Tasks Goals Tracking the completion of the lubrication tasks (weekly, monthly or daily tasks) on time every week or month, continuously, is very important. These tasks include completing all of the inspections, sa mpl ing , relubric at ions a nd machinery hardware modifications. Although these tasks are simple, the Paul Farless | Noria Corporation How to Use Goals and Rewards to Optimize a Lubrication Program