Digital visual management: project review

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We believe that there are six steps to setting up visual management within teams. These include defining the objectives, designing the wallboards but also post-implementation review. And this is the step we are focusing on in this article.

Internal review

Firstly, it is essential to regularly review the use of visual management within the department. This makes it possible to see if the project is meeting the expectations of the field teams, if there is a need for additional training or to modify the screens, etc.

Benefit from these points to highlight the highs and lows of your visual management experience and bounce back. Define what is not working as a first step: Is any information missing? Is there too much? Is it badly presented? Is it useful? Identifying unused areas allows you to reclaim space and highlight information of a higher value. Remember also to communicate any improvements made to the teams and show them that things are not set in stone – that their feedback is taken into account. It is essential to think about and put in place an organisation able to react based on the indicators and alerts displayed on the wallboards.

Several options are open to you. You can do this face-to-face at dedicated meetings or workshops with the business point people and project managers. You can also do this anonymously via a questionnaire or survey sent to all users. This way, you will get more feedback on negative points, people will feel free to give their opinion and you will get direct feedback.

Support from the experts

expert management visuel

Using PingFlow can also help you to make a more thorough and complete review. At the end of each POC, we aid you in evaluating the concrete results and suggest ways of improving to you. Our methods are simple: we keep in touch one to two months after roll out so that the teams have had time to properly test the wallboards in action. We directly question the employees involved about their daily use of digital visual management. The questions asked are open-ended so as not to limit the answers to a simple yes or no. The fact that it is an external person asking the questions also allows the teams to say what they think more freely. This feedback is essential to develop the wallboards over time.

We also review the situation with the referents and the project managers in order to address the feedback given to us. Together, we can challenge what is in place, define what is generally happening in the organization, in other departments… We obviously adapt to the needs of each company.

Finally, we can also use case studies from other organizations to find quick solutions to your issues or question your start-up needs.

These reviews are essential to ensure that the wallboards do not flop and that the benefits are well understood by everyone. Ideally, we will define a list of your expectations and take advantage of this assessment to check that they have been met. It is also an opportunity to review the need for further training and support.

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