MFS/WorldCom (Omaha National Service Center)
- .8% monthly voluntary turnover rate (9.6% annualized) for the first 12 months of operation.
- Ability to re-hire 65% (12 of 18) of employees terminated in a forced staff reduction three and half months after termination because employees liked the company, felt the policies were fair and applied appropriately, and the management team treated them with dignity and respect.
"One of the new supervisors who just completed the Positive Performance training commented, 'I didn't realize how much effort the management team puts forth in allowing the employee every opportunity to succeed.'"
Terri Thomas
Assistant Vice President Service Operations
Commercial Accounts
CapRock Communications
Customer Service Department April --- December, 2000
- Turnover Analysis: 35% reduction
- Productivity results: Customer Service achieved a quality rating of 97% and an 80% grade of service-level rating within 90 days of implementation and has maintained that level of performance or better.
"PPM's structure makes me comfortable that supervisors can handle business issues and people issues. The supervisors have already spent a lot of time with employees before issues come to me. Employees know that our management team believes what we say because we give them the opportunity to improve and stay."
Cheryl Swann
Manager of Customer Service
Alabama Power Company
Reduction in Disciplinary Actions
Power Generation Department with 1,600 employees:
Total disciplinary actions
| 1998 |
47 |
| 1999 |
30 |
| 2000 |
28 |
| 2001 (through June): |
16 |
Texas A&M University Pilot Program 1998-2000
Texas A&M University conducted a two-year pilot study in three departments. Results included…
- Significant reduction in turnover for the pilot groups
- Employee perception that PPM was a significant improvement over the organization's previous approach
- Employee perception that PPM has made the work environment better
