Here are six ideas you can implement right away to make your approach more effective:

1. Respond immediately to all staff suggestions.

Be candid. If the answer is no, say no. If the answer is

You need new ideas, efficient processes, innovative products, valuable services, and more effective ways to build a strong future together. Where are you going to get them?

Harness the power of your in-house creative ideas.

Organizations can no longer survive if managers must provide all the answers. Companies need a steady flow of ideas and solutions from those who are closest to the processes and the customers, those with their ‘ears to the ground’.

You must develop a culture that actively solicits input and recommendations from every level of your staff.

Fortunately, managers are more receptive to this approach than ever before. But how can you transform the mindset of staff who, for years or even generations, were trained to ‘keep their mouths shut, lie low and just follow orders’? How can you encourage everyone on your team to open their minds and share their best new ideas?

One technique is the ‘staff suggestion system’, a time-honored process with pre-printed forms for staff to write their ideas and with wooden boxes on the wall where they submit those ideas for management consideration.

Many companies have tried this, but few can report real satisfaction with the number, consistency or quality of contributions. Even fewer can report widespread enthusiasm for their ‘suggestion’ schemes at all.

Here are six ideas you can implement right away to make your approach more effective:

1. Respond immediately to all staff suggestions.

Be candid. If the answer is no, say no. If the answer is

Organizations can no longer survive if managers must provide all the answers. Companies need a steady flow of ideas and solutions from those who are closest to the processes and the customers, those with their ‘ears to the ground’.

You must develop a culture that actively solicits input and recommendations from every level of your staff.

Fortunately, managers are more receptive to this approach than ever before. But how can you transform the mindset of staff who, for years or even generations, were trained to ‘keep their mouths shut, lie low and just follow orders’? How can you encourage everyone on your team to open their minds and share their best new ideas?

One technique is the ‘staff suggestion system’, a time-honored process with pre-printed forms for staff to write their ideas and with wooden boxes on the wall where they submit those ideas for management consideration.

Many companies have tried this, but few can report real satisfaction with the number, consistency or quality of contributions. Even fewer can report widespread enthusiasm for their ‘suggestion’ schemes at all.

Here are six ideas you can implement right away to make your approach more effective:

1. Respond immediately to all staff suggestions.

Be candid. If the answer is no, say no. If the answer is

Fortunately, managers are more receptive to this approach than ever before. But how can you transform the mindset of staff who, for years or even generations, were trained to ‘keep their mouths shut, lie low and just follow orders’? How can you encourage everyone on your team to open their minds and share their best new ideas?

One technique is the ‘staff suggestion system’, a time-honored process with pre-printed forms for staff to write their ideas and with wooden boxes on the wall where they submit those ideas for management consideration.

Many companies have tried this, but few can report real satisfaction with the number, consistency or quality of contributions. Even fewer can report widespread enthusiasm for their ‘suggestion’ schemes at all.

Here are six ideas you can implement right away to make your approach more effective:

1. Respond immediately to all staff suggestions.

Be candid. If the answer is no, say no. If the answer is

One technique is the ‘staff suggestion system’, a time-honored process with pre-printed forms for staff to write their ideas and with wooden boxes on the wall where they submit those ideas for management consideration.

Many companies have tried this, but few can report real satisfaction with the number, consistency or quality of contributions. Even fewer can report widespread enthusiasm for their ‘suggestion’ schemes at all.

Here are six ideas you can implement right away to make your approach more effective:

1. Respond immediately to all staff suggestions.

Be candid. If the answer is no, say no. If the answer is

Here are six ideas you can implement right away to make your approach more effective:

1. Respond immediately to all staff suggestions.

Be candid. If the answer is no, say no. If the answer is yes, state when staff will see implementation. If the answer is maybe, explain the issues and give a reliable date for reply.

One exception: Do not reply to obscene or abusive suggestions. A strong company culture has no place for such destructive ‘input’. Your best response is not to reply.

2. Respond to suggestions for all to see.

When one person makes a suggestion, she says what is on the minds of many. Reply to suggestions on a bulletin board, in a meeting, or by e-mail to all concerned. Thank the writer for making the contribution.

3. Give prizes for the best suggestions – right away.

Many suggestion programs involve a multi-step process. Suggestions are collected. A committee sorts for ‘realistic’ submissions. Managers appraise the cost savings and anticipated revenue from each. ‘Senior management’ decides on the reward to be given. The ‘prize’ is finally awarded.

The cycle-time for this process is often four weeks or more. In some cases the review is only once a quarter. Would you be inspired if you had to wait that long?

Try this approach: Dedicate $1,200 to the project. Give away $100 every month for one year. Each month, give $50 to the best idea, $20 to the second best idea, and $10 each to the next three best suggestions.

In the first month, only a handful of staff may parti