Hey jayde,
Wanted to share with you something that really worked well in my previous company. It was called the 'Good Idea Network'. I am listing a few of the benefits:
1) It helped encourage the employees to think out of the box and come up with suggestions to improve customer satisfaction
2) It was a great way to identify and eliminate defects in the existing processes of the organization (resulting many times in considerable cost savings)
3) More importantly it was a tool that empowered the employees to be a part of the solution (vs. being a part of the problem!)
4) Boosted their motivation levels and gave them recognition
5) For us it was a great way to spot good talent / potential
I would like to caution you though that it could rebound quite badly if not properly implemented. Instead of motivating the employees a sense of apathy could set in when they realize that their ideas are falling upon deaf ears. Their motivation levels would be a lot worse off from the time you would have kicked off the program.
To ensure that the program is a success, I would recommend the following:
1) Clearly draw out the program and the tools of measurement.
2) Place the drop boxes in visible areas (staff cafeterias, front desk, etc)
3) There has to be total committment from the management.
4) Everyone in the organization has to be educated about the program. A lot of time has to be spent creating excitement and marketing the program.
5) Set dates for the awards well in advance.
6) MAKE THE AWARDS WORTH THEIR WHILE!
6) Keep the program time bound. I would advocate this because while there will be enthusiasm initially, to sustain it over longer periods of time would be a challenge to any HR department.
7) Ensure that the line managers are in the loop and that the contribution of the employee is documented in his/her appraisal.
I hope these pointers are useful to you jayde, good luck..... |
