N ONE
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ONE THE MAGAZINE FOR GFS BC
SERVICE AWARDS APRIL 5 Years Von Ryan Valdez , WH
10 Years Michael Hanzlik, Trans Serino Pereira, CC Sarbjit Gill, CC Larysa Sirko, RMU Cindy Bergunder, WH Paul Sexsmith, Sales Tyler Gibson, Sales
15 Years Dan Renaud, Sales Clayton Anderson, WH Issac Fong, WH
25 Years Mike Sutton, Trans Felix Gargaro, WH Theresa Chernoff, Sales
30 Years Carolyn Cheyne, Credit Fred Stokes, Trans
WELCOME ABOARD
The following people have joined the BC family since March: Jack Newton, Trans Jacob Campbell, Trans Harjinder Bagri, WH Ryan Fulton, WH Larry Nadayag, WH Iran Muschamp, WH Evith Philbert, WH Tempa Tsering, WH Jeuvan Villaryoa, WH
Transportation = Trans l Warehouse = WH Sales = Sales l Administration = Admin Customer Care = CC l Marketing = Mktg Regional Multi Unit Sales = RMU
April
A MESSAGE FROM DANNA DUNNAGE, PRESIDENT, BC
Thanks to you we are poised to have one of our best years ever! “I am so proud and excited to see where we are now as an organization. We are communicating with each other like never before. We are racking up impressive sales wins, with new accounts such as the University Golf Course, The Mission Springs Pub Group and Yuk Yuks, just to name a few; and we are achieving greater operational efficiencies,
as we foster better internal communications. “Bottom line: We are delivering the best customer service in the industry and it shows. “Thank you. Without you, none of this is possible.”
—Danna
Geared up for summer! “Mother’s Day is the annual kick off for our busy summer season,” explains BC’s Director of Operations Rob Candido. He notes that a number of factors are pointing to a busier summer than usual. “We are poised to benefit from several things that make BC an even more attractive destination this year, not least of which is the exchange rate with the US dollar and the corresponding influx of tourists.” “We have also been taking steps to make sure that we are ready to tackle the increased volume head on. These include adding 22 staff to meet the demand and reducing the amount of excess inventory we have on hand.” A well-managed and reduced inventory allow such things as replenishment to run more smoothly. Donald MacDonald, (Material Handler), sees
Donald the benefits of reduced levels of inventory. “You can really notice the difference,” he says. “It make’s receiving inventory so much simpler and reduces our stress levels.”
Gordon Food Service, one of Canada’s top employers! “Gordon Food Service Canada is proud to have been named one of the top 250 employers in Canada by Forbes Magazine. At Gordon Food Service we realize that our success depends on our people feeling happy, productive, and valued. The recognition by Forbes Magazine shows that we are delivering a culture that does just that.” — Dean Noble, President Gordon Food Service Canada
Game Changers: making an impact Through the Game Changers Program, BC employees are invited to make suggestions about how we can all work better, for everyone. We are pleased to announce that, to date, we have had over 65 suggestions, many of which have already been implemented. The suggestions have run the gamut from better notifying each other about our holidays, to operational changes to ensure greater fairness in our Pay For Performance (P4P) programs. Praneel Chand’s Game Changing suggestion is a great case and point. Praneel noticed that the same Hilo operators were going to the same aisles each day, depending on when they started their shift. As some aisles were easier to replenish than others, this would have an impact on their Pay for Performance (P4P) compensation.
The solution Praneel suggested was that all Hilo operators rotate aisles based on a monthly schedule. This ensured that there was equity to P4P and work was distributed equally. This was started on Dry Side and eventually the practice was adopted across all environments and has now become a standard operating procedure for the night operations team. Praneel’s suggestion has: n Ensured fairness, as all the senior Hilo group are required to work all aisles and money is earned equally n Fostered engagement, as Hilo operators now understand how the entire warehouse functions not just their favorite aisles n Been well received by all the Hilo operators who previously felt forced into undesirable aisles. There is now a book used in all environments
Praneel to communicate on a monthly basis which employees are working in which aisles. This all resulted from a grass roots effort from Praneel to bring light to the issue and have it addressed to everyone’s satisfaction. Well done!