Challenge:

In one AFA Project factory, managers noticed that workers were often absent without giving any explanation. This hampered production and led to overtime for other workers. In one of our first activities, workers and managers discussed the root causes. They found out that workers stayed away from the factory without giving prior notice because the procedure to request leave, e.g. in case of sickness or for vacation, was difficult to understand.

Solution:

Managers and workers jointly decided to conduct an awareness campaign on which types of leave exist and the leave procedure according to the Bangladeshi labour law. Additionally, a “leave hotline” was set up. It serves as an information and grievance channel which workers can approach when they have issues with their leave. Workers mainly use this hotline for two purposes:

1. If workers need leave while they are outside the factory, e.g. when they become sick.
2. When leave applications were not approved and workers feel that this is unfair.

Outcome:

Between 15 and 30 workers use the hotline each month. The proportion of workers using the proper leave procedure increased by 50%.

Challenge:

When joining the AFA Project, workers of one factory identified working practices on one specific work line as the most pressing issue. The line supervisor was unsatisfied with the workers’ performances and pressured workers to improve.

Solution:

Workers and managers jointly discussed why the sewing quality of garments and the productivity of this line was below-average. By creating a safe space for everyone to speak up and listen actively, workers started to raise their concerns to the management: The line was located right next to the window where fans were fixed and the circulated air blew the fabrics off work stations. Workers and managers decided to rearrange the line away from the fans.

Outcome:

The quality and productivity of the line as well as the relationship between workers and managers improved significantly. Workers feel less pressured and are much more satisfied with their working environment.

Challenge:

One of the main sources of grievances in factories is the salary of employees, as workers are often unaware of the payslip and confused about the calculation of their salary including all allowances, bonuses, overtime and potential deductions. This often resulted in a large number of complaints at the HR department.

Solution:

Workers and managers came up with the idea to produce a video in their factory in order to provide awareness about the payslip, the wage structure and salary calculation to workers. Workers were also involved in the production of the video: from writing a script to being actors. The involvement of the workers in the production of the video ensured that the content of the video was relevant and easily understood.

Outcome:

The workers now understand their monthly pay slip and the composition of their wage. Also, complaints at the HR department decreased.

Challenge:

Workers and managers identified poor housekeeping as a major safety problem in their factory: They used cardboard boxes to store and transport materials from one workstation to another. Theses boxes blocked aisles and workplaces and increased the risk of fire.

Solution:

Sometimes the solution to an issue is something really simple, but it takes a moment to talk and listen to each other in order to discover it: The workers and managers decided to replace the cardboard boxes with plastic boxes. Plastic boxes are less vulnerable to fire and can be stacked better and, due to their size, provided better opportunities to be stored in the designated areas without blocking emergency ways.

Outcome:

Workers now feel safer. The solution also resulted in productivity gains: less dirt enters the boxes, which makes the products cleaner and reduces the need for spot removal. This saves time in the production process. Also, the boxes can be reused which reduces costs for the factory.

Challenge:

Workers were not satisfied with the collaboration between the management and workers. This resulted in a negative working environment.

Solution:

Workers and managers jointly decided to train the leadership skills of managers and supervisors with the aim to provide measures that  would create a better working environment for all. In the training, eight soft skills were taught to improve communication skills of the management in order to solve upcoming issues.

It was also decided that workers should be part of the committees to guarantee that workers participate and involve their point of view in the decision-making processes.

Outcome:

Workers are now more involved in the decision-making processes. As a result, collaboration between management and workers has improved. Conflicts were better resolved, which has contributed to a positive working environment.

Challenge:

Workers did not receive their full payment because they did not use the annual leave approval procedure correctly. As a result, annual leave taken by the workers was reported as unexcused absences.

Solution:

The management and the facilitation team worked together to simplify the annual leave approval process for workers and provide more information and advice about the function of the annual leave approval process to workers. Additionally, supervisors were trained on how to increase awareness about the annual leave approval process among workers.  

Outcome:

Worker satisfaction has increased as there are now fewer conflicts regarding the calculation of their wages. Additionally, the management is now able to plan capacities for the production processes more effectively.