Idea of the Year Results…


Well the beginning of November was our annual Idea of the Year competition, once again this year, the final was held in conjunction with our annual conference.

There were over 100 ideas submitted from all sectors of our membership and indeed from all over the world. Once a shortlist was decided on, we invited the finalists to our conference to carry out a brief interview with the judges to explain the idea and the benefits it has brought to the organisation. Continue reading

UAE and Suggestion Schemes…


I have just spent the past week in the United Arab Emirates visiting companies and auditing their suggestion schemes for accreditation 2012.

As most of you know, the UAE has developed hugely over the past 15 years and Dubai is hardly recognisable from the town it was in the late 90’s. Something that may surprise you though is how employee engagement is taking hold within Governmental Departments in the area.

Continue reading

Why you should apply for accreditation of your innovation programme?


When we launched the ideasUK Toolbox back in 2007, we wanted to develop a method of assessing ideas / innovation programmes to ensure consistency throughout organisations.

Our vision for the accreditation model was:

  • Maintain a standard of ideas management
  • Recognise the best ideas programmes
  • Offer recognition to scheme managers Continue reading

Recognition – An Analysis Part 3


In the second of the series, we covered the success factors of recognition programmes, here, in the final article we look at the types of programmes you can develop in your organisation.

Programme Content

Include a mix of recognition activities and award programmes that target different goals.

Recognition programmes should include spontaneous, informal and formal awards. This will enable the appropriate recognition to be given in a timely manner. Continue reading

Recognition – An Analysis Part 2


The first article on Monday, looked at what a recognition programme is and why you should have one in your organisation. Today we look at the success factors of the programme.

Recognition should be given frequently and on a timely basis

People like to be recognised. Employees who are recognised will be inspired to higher achievement thereby assisting the organisation to achieve its goals

Praise is a very effective tool and should be used extensively. Recognition must be immediate. Late recognition can be interpreted as a sign that the contribution, and the person who made the contribution, are not valued by the organisation. Continue reading

Recognition – An Analysis Part 1


Today’s post is going to be the first in a series of articles looking at recognition in the workplace.

Here we look at what recognition is and why you should have a programme in your organisation.

What is recognition?  – An acknowledgement

Recognition is an unexpected acknowledgement for a job well done, going the extra mile, performing above and beyond the call of duty. Continue reading

Recognition needs to be Appropriate, Public and Timely by Tom Dupre


Recognition needs to be Appropriate, Public and Timely to be successful in its basic goal. And that goal is to promote behaviours you want to see repeated. Let us look at each of these attributes separately and then collectively.

Appropriate: This topic usually gets a polarizing argument of either money or non-cash rewards. Historically the predominant form of recognition was cash. When organizations benchmarked with those who had suggestion schemes/programs more often than not they would come away with the example of using cash as rewards. Usually the amount of the award was a percentage of the savings over a period of time.

Cash was challenged as a reward mechanism when the Quality initiatives of the 80’s became popular promoting team work to achieve results with no monetary awards. So began the Cash/No Cash debates that exist till today. Cash awards have been modified over the years by reducing maximum payments, percentages of savings and the time period for amount calculations. Note Continue reading

Guest Post – Rewards and Recognition within a Suggestion Scheme


Today’s guest post is written by Tom Dupre

Let’s begin at the end. I always advise people who are looking to start a suggestion process, or who are revitalizing/redesigning a current program, to address the topic of recognition after they have designed the other areas. Rewards should be considered within the broader context of the process and therefore deferred until the end when the broader context has been determined. That said, let us proceed to discuss the role that Rewards and Recognition (R&R) plays in employee involvement schemes and some key elements of this critical component. Continue reading