That's a really good question, and I think that the trick is to figure out what 
naturally motivates the employee (and I don't mean a raise, although that's a 
pretty good motivator).  

For instance, does the department need to have their records boxed up and 
sent to storage?  The motivator for them is to have enough room to work and 
to have those boxes out from underfoot and sent to storage.  The practice is 
to not do that unless the boxes are labeled, which means that the information 
needs to be put into the records management system so the label can be 
generated.  No label means the boxes pile up.

Does the AP employee need that invoice to be paid?  The motivator is to have 
the invoice paid.  The practice is to not pay the invoice unless it is in the 
electronic repository and it goes through the appropriate workflow and is 
marked as paid.  Or, for a more manual process, the invoice isn't paid until it is 
matched up with the PO and both of them are put into a file together.

I think it is all about those natural consequences, but only those that are 
motivating to the employee.  Some will care about policy and compliance, but 
the more you can insert RIM activities into an already occurring process where 
the process can't continue until it is done, the more compliance there will be.


Kelly Hamilton, CRM
Records Analyst
Safeway
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On Wed, 14 Mar 2012 13:30:16 -0400, Michele Bernard 
<[log in to unmask]> wrote:

>Hello everyone,
>Would some of you be willing to share the tricks they use in their
>practices to ensure that employees adhere to records management
>activities without
>having to talk about policy compliance.  what do you put in place aside the
>audit control?
>Regards,
>Michele
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