How BorgWarner drives performance beyond box-checking
Breaking participation records
Unsanctioned communication channels like WhatsApp groups and Facebook chats aren’t a reliable way to share information across teams (or the most secure). Now that the Axonify platform is recognized as the main line of communication across the Ithaca campus, people are regularly logging in to receive updates and contribute in an authorized manner that’s used at all levels of the workforce.
“I will preach at the top of the mountain that you have to have your people above be supporters. So, our plant manager, our leadership committees and teams, everybody believes in and promotes Axonify,” says Payne. “The expectation is you’re an employee in Ithaca, you are on Axonify and there’s no deviation. We’ve really changed that culture.”
“By having our top leadership, our plant manager and everybody else on board, helping drive that expectation and that culture of learning, that’s how we’ve succeeded. We work closely with Human Resources, supervisors, people leaders and independent contributors to make sure that their people, or themselves, are on the platform.”
Reframing the future of training
One of Payne’s next goals is to start delivering this training experience right from day one with a new hire onboarding path.
“We are looking at doing some priority settings, making it a really deep experience for that new hire coming in,” says Payne. “Instead of them being done training in their first 30 days of their onboarding, they will now experience onboarding for their tenure of being an employee at BorgWarner.”
She has high hopes that a personalized onboarding path will better prepare new employees for the realities of their roles. “They already have so many things they have to know, and they have to learn. So that safety and compliance, and even the on-the-job stuff, we want to give it out in little bitty doses so it’s more obtainable for each one of them.”