subject: Extending Hr Help By Successfully Establishing An Employee Suggestion Program [print this page] The negative consequences of a badly conceived employee suggestion program are numerous, infamous, and to the chagrin and regret of many an HR help that had gone through it--preventable. Taking the time to go through the process of constructing the program, which requires commitment, clarity, and continuous communication from the organization if it were to be implemented correctly, can prove advantageous to your bottom line. Also, it can help keep your employees motivated and enthusiastic with their work. However, the tables can turn radically to your disadvantage if you and the rest of your team fail to take the time to go through the needed details. Launching it in haste and bypassing some major aspects that clearly define its purpose can repel people and promote ill will and misunderstanding, instead of strengthening unity.
Factors That Indicate the company's Need for an Employee Suggestion Program
Prior to launching an employee suggestion program and incorporating it into your HR systems, consider the following factors first:
Culture
Even before deciding to set up the program, is your organization already inundated with suggestions, which are expressed during staff discussions, meetings, and even in casual tete-a-tete between coworkers? Should this were the case, then you should look more into the benefits of employing informal techniques for cultivating novel ideas rather than an all-out employee suggestion program.
But if otherwise, then you may proceed with scrutinizing any prevailing factor in your organizational culture that is presently discouraging ideas. Study it carefully and try to foresee if these issues are likely to prevail even after the program has been implemented. Once you have determined that this is so, then probably, your organization will be better off if you employ other more useful methods appropriate for your situation rather than establish an employee suggestion program.
To systematize the process of generating ideas, you may set up arrange for brainstorming sessions for each department or allot a specific time during the weekly meetings to come up with ideas. Another effective method you can try is by scheduling weekly luncheons whereby each employee is tasked to come up with at least one idea. Remember, being creative is the best way to tap the most effective ideas that may solve the problem at hand.
Identifying the Elements Needed for Success
Successful employee suggestion programs share the same elements. These are factors typical to any work process requiring the employees' attention in exchange for possible rewards and recognition. To ensure the success of this program, you have to perform the following significant steps:
Delegate a cross-functional suggestion review team.
The main responsibility of the cross-functional team is to review the suggestions, which should also be acknowledged, within two days time.
Determine and implement the guidelines for the employee suggestion program.
Setting up guidelines is critical. By this you have to determine which topics should be considered for suggestions. Usually, this will cover matters concerning cost, productivity, process improvements, quality, morale-boosting, and revenue-generation.
In the absence of guidelines, the organization will likely receive absurd suggestions that have no connection, let alone direct impact, on the issues at hand.
