Employee Suggestion System - Recommendations on Implementing a Suggestion System?

C

Craig H.

#1
Suggestions?

Hi, everyone!

I know we discussed this some time ago, but my searches did not find the thread, so here goes:

Does anyone here have any suggestions on implementing a truly dynamite employee suggestion system? What have you seen work, not work, and why?

We have something now that is not getting the results we would like to see.

Thanks!

Craig H.
 
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M

mshell

#2
Craig,

We have just implemented a continuous improvement/suggestion form. I am attaching a copy for you to look at. We are converting improvement suggestions into preventive actions.

I hope this helps. Please offer any improvement ideas.
 

Attachments

Mike S.

Happy to be Alive
Trusted Information Resource
#3
Craig H. said:
Hi, everyone!

I know we discussed this some time ago, but my searches did not find the thread, so here goes:

Does anyone here have any suggestions on implementing a truly dynamite employee suggestion system? What have you seen work, not work, and why?

We have something now that is not getting the results we would like to see.

Thanks!

Craig H.
Well, try this thread: http://www.elsmar.com/Forums/showthread.php?t=6872&page=1&pp=15

Also, just a few thoughts:

It will start off slowly when implemented and much of its success (or lack thereof) will be directly proportional to the degree which Management works to address the suggestions given. Even if a suggestion is not implemented, the suggestor should get the courtesy of a thank you and an explanation as to why it will not be addressed. If Management does a good job, the employees themselves will be the best advertisement.

Also, I'd avoid picking the "best" suggestion for a public award -- this can be seen as a popularity contest and can work against you. Maybe an award based on participation -- anyone who submits a suggestion each month, whether or not it is adopted, gets a chance at a drawing for a gift cert. or something. Those who submit good suggestions should be additionally thanked by their supervisors in front of their peers, and this should again be pointed out at review time.
 
T

The Fixer

#4
Face to Face

I have been involved with boxes, forms, emails, whatever. The only method that seems to have stood the test of time is direct confrontation followed by immediate action.
Let them come to you and talk face to face. Then, if the suggestion is not feasible tell them why, or, maybe its just a matter of giving them facts they are unaware of which resolves the issue. If it is feasible, GET ON IT ! Most of these programs fail because the suggestions are not acted on with any sincerity.
Also, let them win. Some suggestions won't go down in history, but if implemented, the resulting sense of accomplishment is something you just can't instill in an employee via paycheck.
Good or bad, this is what works for me.

Glenn
 
C

Craig H.

#5
Wow, I go away to get a little lunch, and already have some great suggestions! Thanks, and keep 'em coming!

Craig

Mike, that was the thread I was thinking of. I must have missed it when I did a search on "Suggestion". Thanks.
 
Last edited by a moderator:
E

energy

#6
Payback time

Craig H. said:
Hi, everyone!


Does anyone here have any suggestions on implementing a truly dynamite employee suggestion system? What have you seen work, not work, and why?

We have something now that is not getting the results we would like to see.

Thanks!

Craig H.
:topic: a little bit......Could the results you don't want to see be those repeat suggestions to fire the MR? :vfunny: :agree:
 
C

Craig H.

#7
energy said:
:topic: a little bit......Could the results you don't want to see be those repeat suggestions to fire the MR? :vfunny: :agree:

OK, I'm busted. But, since I control the system, and get them first, there are some really strange things that can happen to certain suggestions. Besides, I have not seen one of the "fire Craig" suggestions in at least a few days, now.

:p

Craig
 

Wes Bucey

Quite Involved in Discussions
#8
The Fixer said:
I have been involved with boxes, forms, emails, whatever. The only method that seems to have stood the test of time is direct confrontation followed by immediate action.
Let them come to you and talk face to face. Then, if the suggestion is not feasible tell them why, or, maybe its just a matter of giving them facts they are unaware of which resolves the issue. If it is feasible, GET ON IT ! Most of these programs fail because the suggestions are not acted on with any sincerity.
Also, let them win. Some suggestions won't go down in history, but if implemented, the resulting sense of accomplishment is something you just can't instill in an employee via paycheck.
Good or bad, this is what works for me.

Glenn
FWIW, over the years the suggestion systems I have seen work have two things in common:
  1. The employees and staff receive periodic training in error-proofing and the general economic advantages to the organization as a whole as well as some specific economic advantage to the individual who conceives a "plan" (outlining benefit to company plus any hints for implementing) for improvement as opposed to the guy who says, "We oughta get new inspectors!" with no further elaboration. Part of the training should be how to formulate a usable suggestion.
  2. The organization frequently publishes the suggestions together with the action taken or not taken with an explanation of "Why."
The rewards should be scaled to the value of the suggestion. Disputes and bad morale arise when the company says (instead of rewarding suggestion), "We were already in process of implementing."

If a company is truly "invested" in the suggestion program, it also needs to keep folks informed in a timely fashion about management plans to avoid redundant suggestions and resulting paranoia ["They stole my idea!"]

Too frequently, I have seen secrecy (keeping any info from employees) as a major stumbling block to improvement at customers and suppliers whether or not they have a formal "suggestion system."
 

Mike S.

Happy to be Alive
Trusted Information Resource
#9
Wes Bucey said:
Too frequently, I have seen secrecy (keeping any info from employees) as a major stumbling block to improvement at customers and suppliers whether or not they have a formal "suggestion system."
Agreed. The culture in these companies is diseased. It is one thing when a few people try to whorde knowledge, but when most of the organization does it that means that it started at stupid policies and behavior at the top creating fear and paranoia everywhere.
 

Wes Bucey

Quite Involved in Discussions
#10
Mike S. said:
Agreed. The culture in these companies is diseased. It is one thing when a few people try to whorde knowledge, but when most of the organization does it that means that it started at stupid policies and behavior at the top creating fear and paranoia everywhere.
I LOVE this word ["whorde"]!
It combines "whore" and "hoard" and conveys them both in a succinct manner.
I'm keeping this one for my collection.

P.S. Mike's entire comment accurately conveys my thoughts about where the responsibility [blame?] for a fouled up organization belongs (the top!)
 
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