What makes a suggestion scheme a success?

Steve Procter of ideasUK sets out how his organisation can help make suggestion schemes a success.

Simply setting up a suggestion scheme does not ensure any results at all. In fact the major reason for failure is that organisations think they have set up a scheme because they have provided a route for employee ideas, but in reality have not ensured that all processes are in place to efficiently and effectively deal with the ideas they receive. Employees become disillusioned as they see their ideas as being "ignored" and the flow of ideas dries up. In the worse case scenario this produces exactly the opposite effect to that intended by most employers; to involve all employees, recognise and/or reward them for their input and improve the overall morale and culture of the organisation.

So is this "wellbeing" what employers can expect from a vibrant suggestion scheme? Yes, properly set up and managed it can be achieved. There are, however, a number of other benefits. Direct cost savings from ideas should justify the resource requirement for the scheme (members of ideasUK save an average £90 million each year from employee ideas). Evidence suggests people are more willing to stay with an employer who listens to them, helping to reduce staff turnover and absenteeism. People will have ideas on health and safety issues, product/process improvement, administration, in fact every area of the business; and, of course, a proactive attitude towards continuous improvement will benefit the business overall.

People put forward ideas for two main reasons: an enthusiasm for being involved in problem solving, and/or frustration with an existing process. Most ideas do not occur in the workplace, but while travelling to or from work, or indeed in bed. A suggestion scheme enables employers to capture these ideas. Suggestion schemes are a valuable tool to have in the quality toolbox and work most successfully when linked with other quality initiatives such as EFQM, Six Sigma and Lean Management. Leaders must be involved in supporting and driving the programme through the whole organisation and processes must be robust. Leaders should also be pro-active in encouraging a culture that is responsive to new ideas.

There is no reason not to have a suggestion scheme. There is every reason to have a robust efficient system to involve everyone in moving the business forward and increase competitive advantage. It doesn't matter where ideas come from, it is what you do with them that counts.

ideasUK is an association of employers formed some 18 years ago with the aim of exchanging experience and knowledge of suggestion scheme processes. Those original suggestion scheme managers realised the significant benefit of sharing their approaches to running successful programmes - it was benchmarking plus. The original aims and objectives remain good today. Employers pay an annual subscription (£475 + VAT as at 1 December 2004) and, through the members' room of the website (www.ideasuk.com), have contact information for other members with whom they can freely discuss their approaches to suggestion scheme design and implementation.

The association has extended the services to members over the years. There is a suggestion scheme accreditation process achieved through a self-assessment methodology that has attracted applications from USA, Middle East and Central Europe in addition to the UK. Members have password access to their own room on the website that contains a wealth of information, case studies and best practice guidelines.

Regular free networking events are organised for members. The association employs two full-time professionals who, between them, have more than 25 years' experience in suggestion scheme design and performance. They provide advice and guidance to members on all aspects of recognition and reward programmes.

Two major events in the calendar are ideasUK National Ideas Day in March each year and the annual conference in November. The association is proud of the fact that it is completely independent, and receives no funding from government or any other source. It is free from any commercial interest and concentrates purely on assisting its members.

An executive board, elected from the members, decides on ongoing policy and strategy. Currently this includes members from 3M, BAE Systems, Boots, British Gas. BUPA, Inland Revenue, LloydsTSB, Ministry of Defence, Pfizer and Ricoh.

See Employee suggestion schemes: an idea whose time has come.

Steve Procter, operations director, ideasUK.