MANCHESTER, England, June 14, 2011 /PRNewswire/ --
A recent Gallup Engagement Survey of 666 firms, employing more than 10% of the UK workforce, showed that there is a problem with employee engagement and motivation and by implication with idea generation and idea management. The Gallup Survey showed 24% of employees are engaged, 51% are neutral and 25% are disengaged.
Confirming the need for urgent action, the CBI reported last year that employee engagement is now the biggest challenge facing employers. Firms overwhelmingly told the CBI that their priority going forward was engagement, with 67% citing this as their focus. Seven out of 10 said employee engagement would play a vital role in their business' recovery.
Idea Management to the rescue.
According to Jim sproat CEO of OrganisedFeedback, 'Actively listening to employees ideas and leveraging their experience and knowledge within a transparent idea management software system builds employee trust with immediate line managers (by far the major influence on an employee's engagement is the relationship with their immediate manager, thus any system which helps build that relationship must be welcomed).'
This positive relationship is crucial in making the workplace atmosphere one which welcomes the use of structured idea management as a way to orchestrate change and increase engagement. Being able to publish and share ideas and improvements through a friendly, non-threatening and focussed online suggestion box and idea management system can make a major contribution to innovation, continuous improvement and engagement.
A leader in the field - David Macleod, author of the Macleod Report to Government on Employee Engagement (May 2009) - recommends employers to review their current engagement strategies against the new approach.
"The Rules of Engagement white paper offers some thought-provoking insights to employers, well worth considering in the light of their current engagement strategies."
Metrics in Ideas Management and employee engagement
Why do you need to measure the amount and depth of participation within an idea management system and an employee Idea Community? The answer is simple: because you need to increase its quantity and quality.
Participation is not only needed in itself, it is a metric for employee engagement. Measuring contributions in terms of ideas suggested to work smarter, to improve internal processes or to save money is both simple and instructive.
So, in any such system of idea management and engagement you need to know the facts. For example, how many people are participating? More this month than last? What is that as a proportion of all employees? Just how many suggestions or Ideas have been submitted this month or to date? Which ideas have most comments, and how many is that? Which departments are most innovative? What are the most popular themes? How many have been implemented, with what time and money savings made?
Employee engagement and idea management software go hand in hand, helping make people part of the process. Commitment follows because they now have a stake in the outcome!
In contrast to such dynamic workplace democracy and a sense of commitment and responsibility, disengaged employees inhibit change. Moving forward with disengaged people is like driving a car with the brakes on - you can make progress, but it's slow, uncomfortable and wearing!
To sum up: there is no greater compliment than asking someone what they think about an issue or ways to improve or to change - and really mean it! Listening - now as always - is key to increasing trust, understanding, motivation and engagement.
Contact - USP Ventures LLP
Contact - John Robinson
Tel - +44(0)7773 818183
SOURCE Organised Feedback