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

Introducing…Conference 2012


One of the highlights of the calendar at ideasUK is our annual conference and awards dinner. This year the event takes place in Bristol on the 7th and 8th November and we can honestly say that although this is our 26th conference this year the line up is the best we have ever had. Continue reading

Key Drivers of Successful Implementation of an Employee Suggestion-Driven Improvement Program


I was sent a link to a great peace of work by Harvard University by a friend of ideasUK, Paul Sloane (Destination Innovation) and thought I would share, it is a very interesting piece of work that would be a great starting point to anyone setting up an ideas programme.

Here is an abstract from the paper:

Service organizations frequently implement improvement programs to increase quality. These programs often rely on employees’ suggestions about improvement opportunities. Organizations face a trade-off with such suggestion-driven improvement programs. On one hand, the improvement literature recommends that managers focus organizational resources on surfacing a large number of problems, prioritizing these, and selecting a small set of high priority ones for solution efforts.

The theory is that soliciting a large number of ideas from employees will surface a set of higher priority problems than would have been identified with a less extensive search. Scarce organizational resources can be allocated to resolving the set of problems that provide the greatest improvement in performance. We call this an “analysis-oriented” approach. On the other hand, managers can allocate improvement resources to addressing problems raised by frontline staff, regardless of priority ranking. This “action-oriented” approach enables more resources to be spent on resolving problems because prioritization receives less attention. To our knowledge, this tradeoff between analysis and action in process improvement programs has not been empirically examined.

To fill this gap, we randomly selected 20 hospitals to implement an 18-month long employee suggestion-driven improvement program-58 work areas participated. Our study finds that an action-oriented approach was associated with higher perceived improvement in performance, while an analysis-oriented approach was not.

Our study suggests that the analysis-oriented approach negatively impacted employees’ perceptions of improvement because it solicited, but did not act on, employees’ ideas. We discuss the conditions under which this might be the case.

To download the full paper, follow this link

Full credit for this research goes to Anita L. Tucker and Sara J. Singer and taken from HBS Working Knowledge website.

Of course, ideasUK can help in your quest in launching the ideal engagement programme for your organisation. Contact us today for more information.

Enployee Engagement….The story!


We have now done blog posts on the three speakers at the Engagement Wales event on the 5th July, I thought it would be a good idea to show the story of the day through the tweets of the delegates. Continue reading

Engagement at the Ministry of Defence…


Ministry of Defence Employee Engagement Scheme - GEMs

This is the second of our posts regarding last week’s engagement event at the Wales Audit Office.

Today we are going to look at the Ministry of Defence Ideas Scheme which is known as GEMs. Continue reading

I Pledge…


Yesterday we held an Engagement Event in conjunction with the Wales Audit Office in Cardiff. The event was well supported with over 40 delegates attending the day. There were workshops hosted by HSBC, Ricoh and the Ministry of Defence.

Employee Engagement Welcome Address Continue reading

How Not to Engage…


Now, something about my home life that you should know is that my wife loves soap operas on television. Well, one in particular, and that is Coronation Street. For readers of this blog overseas, this is a soap that is set in the North of England and is set around a working class street.

So, what does this have to do with employee engagement I hear you ask?

Well, on Monday night, my wife was watching some episodes of this soap and something really struck me. In the show, one of the central points is a factory that manufactures ladies underwear run by a character called Carla. 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 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