How To Make Employee Suggestion Programs Work Anatomy Of A Successful Employee Suggestion Program. We have talked to several organizations that have introduced employee suggestion programs to make use of the knowledge and skills of employees with respect to reducing wasted work, or increasing productivity and efficiency. Unfortunately, the track record of these programs is not great. Some of the comments received include: ? Let's look at a few points put forth by Phillip Capper, at the Centre For Research On Work, Education and Business, in Wellington, NZ. While he has supplied the points, we have added the explanatory text. Key Drivers of Successful Implementation of an Employee Suggestion-Driven Improvement Program DSpace/Manakin Repository. DASH Home; Harvard Business School; HBS Scholarly Articles; View Item. The Bright Ideas Campaign is an amazing, high energy employee engagement program designed to reduce costs and capture employee suggestions quickly. Employee Suggestion Programs. This article takes a look at the successful employee suggestion programs of Starbucks, Amazon and IBM. Here are some key things to consider before implementing an employee suggestion program. Vocoli is the digital suggestion box. Board Meeting - September 21, 1999. Suggest Suggestion Form (pdf) Evaluation/Summary Form (pdf) Process: Awards Criteria Regular Award Winners. SPECIAL PRESENTATION: What Makes A Successful Employee Suggestion Program. The term 'employee suggestion systems' refers to a variety of efforts businesses make to solicit and utilize input from their employees in hopes of achieving cost savings or improving product quality, workplace efficiency. Implementing a Successful Employee Suggestion Program Duncan Murtagh. Unmistakable Habits of Utterly Authentic People Dr. Travis Bradberry Influencer. Alibaba And ShopClues in Merger Talks, Sakshi Malik Wins India’s First. Capper suggests that if suggestion programs are to succeed, the following conditions need to be avoided: The suggestions are fed into the system by individuals acting alone: It is rare that an individual employee, working alone, and without the support of co- workers, team- mates or management, can a) make a suggestion heard so that it is adopted, and b) contribute to the implementation of any suggestion beyond the simplest changes. They know that. The key is to encourage staff to work together to develop suggestion ideas, actions plans, and ways to bring the suggestion/change to fruition. The originators of the suggestion do not have access to all the firm's operational information which is relevant to the suggestion: One of the things about suggestion programs that frustrates staff into non- participation is that often, their suggestions are rejected in what seems to be an out of hand way, without proper consideration. However, it may only appear this way to staff, because when they made the suggestions(s), they lacked key information, usually held by management, that would clearly have indicated that the suggestion being developed would not fit. Making sure staff have adequate access to information is important, since it helps set the parameters for suggestion, eliminating the need for management to . The Employee Suggestion Campaign is a proven way to capture hundreds of ideas and suggestions to cut costs and drive employee engagement from the bottom up. What is counter- productive is the notion that it is management's responsibility for implementation, and staff's job to come up with ideas. Let those that suggested an idea work on it. There is no feedback from the system on how the suggestion has been dealt with: This is common when management is seen to have responsibility to . It is also common when management is not really commited to a suggestion/work improvement program. Implement a feedback system that quickly acknowledges the suggestion, and includes updating on progress. When management needs to be involved in implementation, it's has a responsibility to report back on the status and results achieved in a timely manner. There are no rewards (which do not need to be monetary rewards) for succesful suggestions: Most employees want less hassle in the workplace, and want to do a good job. Monetary rewards can be useful in encouraging further suggestions, and recognizing staff, but so can non- monetary rewards. Many staff will respond very positively to recognition of the fact that an idea of their's had a sigificant positive impact on the organization. In most situation non- monetary rewards are better, since they are less likely to create negative competition and questions about the fairness of management in making use of suggestions. The organisational culture is such that open expression of views is not respected, mistakes are punished, or management displays implicit ot explicit mistrust of line employees. You can ask for suggestions from employees all day, but employees are going to hold back if they feel they will be punished or made to look stupid for thinking creatively. If you have tried a suggestion program only to find that employees balk or seem uninterested, then look at the overall climate and culture. It may be that employees feel a sense of mistrust or cynicism. Downloadable immediately. Below are just five of the many miniguides available to help you with your career, working life, and home relationships. Click the picture to see all of them. The Employee Suggestion Awards Program. Successful employee suggestions result in cost savings and/or efficiency awards to the employee making the suggestion. If so requested, the name of the employee with the.
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