Overcoming THAT Stigma...

An employee idea system works with other improvement initiatives to drive forward organizational performance.  However, executives in many of the companies that have formal employee suggestion programs don't see the programs as critical contributors to their bottom line.  Most managers have experience with only the suggestion box type of system, which are ineffective – and the mere suggestion of a suggestion program carries with it that stigma which must be overcome.  The stigma is that suggestion programs do not have any impact and are fact often poked fun at. 

The reason many suggestion programs are ineffective are that the actions many managers take are counterintuitive to what they should be doing to achieving an effective idea management system.  There is a clear difference between a suggestion program which is like a black hole where ideas go to die and an employee idea management system which actively manages the ideas in your company.

When leaders feel they can trust their employees to make decisions about their own ideas, the question then becomes how to design a system that operationalizes this trust.  Most leaders assume that they can achieve this themselves by simply layering an evaluation process on top of existing organizational layers and practices.  Let’s explore why this is a problem by exploring some of the pitfalls of a typical suggestion program.

Pitfall Number 1:  How a typical suggestion program collects ideas:

Ideas that are collected are often limited by the ideas that employees come up based on their own limited perspective based on their role within the company.  There is little incentive to push the scope beyond that or to challenge the status quo.  The process is limited to solutions and does not accept problems.  In addition, a suggestion program does not focus employees in on your company’s strategic goals.  What does “we want you to give us your ideas” even mean?  I’m confused and so are your employees.

Pitfall Number 2:  How a typical suggestion program evaluates ideas:

A typical suggestion program is slow and bureaucratic because of how ideas are evaluated.  A manager is often assigned to monitor, evaluate and track ideas in addition to their regular work.  Ideas then get low priority and a slow response time.  In short, implementation becomes a lot of extra work on very few people in the company.   Secondly, oftentimes ideas are not vetted by colleagues who understand the underlying problems and consider alternate solutions.  They may have little understanding of context of the idea and feel little urgency about the underlying problem, especially if it doesn’t directly affect them or their department.  Lastly, the pressure and risk of approving an idea means rejecting the idea is safer than accepting it.  This creates a strong bias towards rejecting ideas.  If the evaluator approves the idea, they accept some responsibility if it fails.  By rejecting it and doing nothing – it will not make anything worse.

Pitfall Number 3:  How a typical suggestion program holds people accountable:

A typical suggestion program does not integrate into the DNA of your company and how your employees work on a daily basis, so front-line employees are not empowered to take initiative. There is no feedback loop built in so there is little accountability for management follow-through.

The reality of the situation is that without a simple and focused idea system to actively manage your ideas, they can become a distraction.  When ideas are handled in an ad hoc manner, it is confusing to your employees, your vendors and your customers. 

Idea Share Tip of the Month!

Management should not become a judge of ideas.  It is too easy for them to brush them under the carpet, be too busy to evaluate them, play favoritism or take credit for ideas brought to them.

Sign up for the Idea Share Tip of the Week! at Frame of Mind Consulting

Frame of Mind Consulting understands the unique DNA of your organization, which is necessary to turn any organization into one capable of leveraging the full idea potential of its employees.  Would you like to drive connectivity and ownership throughout your company?  Contact Page at (860) 559-7942 to set up your complimentary consultation during which you will receive some invaluable tips that you can apply to your business right away!

Are You an Enlightened Leader?

Intrinsic motivation is motivation that comes from within rather than external rewards.  Think of the Olympic athlete who knows they will never reach perfection – yet continually strives to do so.  Upon achieving the gold medal – 4 years later the athlete defends their medal and tries to outdo their personal best.  This is the ultimate description of intrinsic motivation – sacrificing to achieve what one sets out to do.

Although we may not reach the level of motivation that an Olympic athlete does – the fact is that we can engage our employees to become intrinsically motivated on the job.

First, your employees have to have a sense of purpose.  How do they identify and find the greater meaning within your organization?  Oftentimes, employees will be more productive when volunteering because they buy into the tenet of what they are doing.  

As human beings – we naturally want to make things better.  If we have autonomy and freedom – we will give in our ideas and implement them freely.  The little things about our job that bother us – we want to do something about them to make our jobs easier for both ourselves and our co-workers.  Although our reasons for doing so may differ, as long as we feel safe and trusted - we all share that inherent human trait. 

However, when employees are in an environment ruled by fear, we feel endangered and we revert to an every man for himself psychology. The following are some of the reasons I have heard employees say they don’t give in ideas:

•  ”Management doesn’t care what I have to say.  They never tell me what they think of my ideas – the last time I gave in an idea, I never heard back.”  “It is just the flavor of the month.  They are just out for number one.”  Make sure you respond to all employee ideas within a given time frame and that all ideas are welcomed and encouraged, no matter how small. 


•  “My idea is too small to make an impact and I don’t want to look foolish by bringing it up.”  It is important to remember that individuals bring up ideas because they are trying to solve something and although the solution they have come up with – may not be able to be implemented, chances are someone on the team has a solution that is able to be implemented.


•  “If I give in my ideas to improve my work, then management is going to lay me off.”  This is a very real fear folks.  The real purpose behind getting employee ideas is that your business will grow through those ideas and that instead of laying off your employees that helped your business to flourish, retrain your employees and put them into positions with more decision making authority so they can continue to use their knowledge to grow your business.


• “If I give in my idea, I will have to do all the work and it is another thing added to my to-do list and I am already swamped.”  Idea implementation should not fall solely on the idea originator but rather should be a team effort.

Creating an environment where ideas flourish is what good and enlightened leadership is all about!  So I ask again – are you an enlightened leader?

Idea Share Tip of the Month!

Employees will give in an average of 3 ideas without feedback and then will not give in another idea.  For example, your employee does something positive and nothing happens.  Your employee then tells anyone who will listen, “Nobody appreciates anything I do around here!”  This is counter intuitive to many leaders – as most leaders feel that doing nothing has no effect on performance.

Sign up for the Idea Share Tip of the Week! at Frame of Mind Consulting

Frame of Mind Consulting understands the unique DNA of your organization, which is necessary to turn any organization into one capable of leveraging the full idea potential of its employees.  Would you like to drive connectivity and ownership throughout your company?  Contact Page at (860) 559-7942 to set up your complimentary consultation during which you will receive some invaluable tips that you can apply to your business right away.

Are you Contributing to the Pipe Dream?

In a perfect world, your employees would align themselves with strategic targets and not focus on their own agenda.  But we are not living in a pipe dream – we operate in reality.  Often, we fall short of getting our employees truly invested in their jobs.  We hear employees say such things as “I am just here to collect a paycheck – I don’t have to think about solutions” or your employees sit on the sidelines with a 'wait and see' attitude.  Sound familiar?

Today, I am going to touch upon how you, as a decision maker, can release control and build trust with your employees so they make better decisions and produce better results. 

1.  Provide a clear definition of success that makes conclusions clear.  Vague objectives result in a vague focus.  Keep communication simple so employees can repeat it to others.  Take time to align around what you should communicate and not just what – but WHEN to communicate it.

2.  It is crucial that you talk with and not at your employees by communicating in terms of what matters most to them. How your employees work on a daily basis is an important consideration in your communications.  What do they actually need to know to achieve the strategic goals of the company?  

3.  Whether you seek it or not – your employees’ perspective is their reality and pretending it doesn't exist – doesn't mean it doesn't.  Solicit their feedback and more important act on that feedback!  Allow your employees to grow your business!

4.  Paint a clear picture of the case of change through stories.  What will be the impact of the change and how does that affect their jobs?  Link where you are and where you are going with what you have done and what you are going to do.  Build enough momentum going forward to convince those who are sitting on the sidelines with a ‘wait and see’ attitude.

5.  Give up some measure of control by trusting your employees and allow them enough room to find their own way from point A to point B. Provide them with a loose road map and let them navigate it. When you tell your employees what to do you are taking accountability away from them.  Furthermore, if you tell them what to do and you turn out to be wrong – you have lost credibility with your employee base and it is twice as hard to win that trust back.  Be a guide and a mentor, as well as a leader!

Idea Share Tip of the Month!

Create buy-in with your employees by demonstrating and showcasing the impact of implemented ideas and how employee actions make a difference in outcomes. Create a living timeline of ideas implemented.

Sign up for the Idea Share Tip of the Week! at Frame of Mind Consulting

Frame of Mind Consulting understands the unique DNA of your organization, which is necessary to turn any organization into one capable of leveraging the full idea potential of its employees.  Would you like to drive connectivity and ownership throughout your company?  Contact me at (860) 559-7942 to set up your complimentary consultation during which you will receive some invaluable tips that you can apply to your business right away.

3 Secrets Successful Managers Use to Drive Engagement!

Many traditional companies are reluctant to change and have no formal program to solicit and manage ideas from within the company.  This is because many people will accept change – as long as they themselves do not have to change very much. Many managers talk the talk about motivating employees – but in fact, when walking the walk, do the opposite – they demotivate them!

Management often points fingers at corporate policies as to why they can’t engage their staff.  However, we hear of that rare manager that elicits employee loyalty regardless of the overall operating environment – what is their secret? 

The first secret of a successful manager is that above all else – these managers truly care about and are invested in their staff - not just as employees, but as people with full lives and a range of interests.  They get to know them!  Furthermore, they act as a liaison between their employees and other departments to get the resources and support needed so employees can get their jobs done quickly and efficiently.  Even when it is the bottom of the ninth, with two outs and two strikes – these managers go to bat for their employees and their employees know it!

The second secret of a successful manager is that they provide a clear and credible purpose for his or her business unit that goes beyond money.  They get involved in actively coaching and refining the ideas of their people to assist their employees in achieving that purpose.  They don’t stop there – they follow up with their employees on a consistent basis and reinforce the impact their employees have within their department and the overall company. Their employees know exactly how they are contributing!

The third secret is that these managers recognize the contributions of their employees – no matter how small.  Some managers think to themselves “Why do I need to thank my employees for doing their job?” After all, they are paid to do it.  The fact is that employees in most companies are quickly criticized for their mistakes and don’t hear very much in the way of praise for the things they do right.  Therefore, I ask, “Why is preventing you as a manager and a leader from thanking your employees for doing their job?”  The bottom line is it only takes a moment of your time, motivates your employees and that is your job as a manager!

Idea Share of the Month!

When employees see that management listens to, respects and implements their ideas, they are more likely to buy into management driven change as well.

Frame of Mind Consulting understands the unique DNA of your organization, which is necessary to turn any organization into one capable of leveraging the full idea potential of its employees  Please visit Frame of Mind Consulting for more information or to sign up for Page's Idea Share Tip of the Week! 

 . 

Are Your Employees Your #1 Priority?

As an idea management consultant, it’s my job to help companies create a culture where employees look forward to coming to work every day, invested in the jobs they were hired to do.  The level at which employees are invested in your company speaks volumes about your company reputation which allows you to retain your current customers and draw in new ones.  Most companies make their clients and customers their number one priority. However, those companies have it backwards. Employees should be your number one priority and here’s why: there is a direct correlation between employee investment in their jobs and customer retention. When your employees are invested in their jobs, they will have a direct and positive impact on your company’s bottom line value, as well as its ability to maximize profitability. 

This isn’t just about having great employees who care about their jobs. You want employees who are invested in their jobs to the degree that they also actively seek out opportunities to improve both their work environment, and the customer experience. It can mean the difference between having 20percent of an engine’s capacity available to get you where you’re going, or having the whole engine at your disposal to drive your initiatives forward.

Two major components of employee investment are attracting the right talent for your organization, and retaining the talent once you acquire it. Employee turnover is extremely costly. Not only in terms of dollars expended to replace employees, but also in terms of lost productivity, retraining new hires, and lost intellectual knowledge. Employee turnover becomes even more costly when an employee leaves your company and takes the intellectual knowledge they gained while working for you over to your competition where it’s used to drive their business initiatives forward.

Furthermore, employees talk. Disgruntled employees post reviews on sites such as Vault and Glassdoor. Think about the damage that’s done to your company’s reputation when they write things like, “Lack of accountability in management is leading to a discouraging environment and a steady decline in service to clients;” or “this company continually drives talented people away.”  Not only are your potential hires — people who are the right fit for your company — reading this, your potential clients are too. 

The very reputation of your company depends on your employees. They have to be your number one priority!  When your employees know they are not expendable, and that their ideas and contributions are valued, they will help you build up your company’s reputation for taking care of your customers. Your happy customers will further advocate for your brand!

Idea Share of the Month!

Commitment to an employee idea system at all levels of management is critical to successful implementation. Your employees will be scrutinizing your entire leadership team, watching them for management behaviors and signals before buying into the system themselves. When they see investment from the top down, they will be ready to jump on board too.

To sign up for Page’s Idea Share Tip of the Week! Please visit Frame of Mind Consulting. 

Employee Ideas…Creativity…Innovation…Growth!

“Making your company a great place to work by teaching your employees to leverage their great ideas and to execute them well!”

Page A. Thibault, MBA

The question begs – Why don’t people just do what brings about results?  After all, they understand the importance of being effective. Your company may suffer from low morale and disengagement and your employees may shrink from high visibility roles for fear of reprimand.   In addition, your employees may be cynical and not take risks to bring forth their knowledge and valuable ideas.  In future blogs, you will discover how to best create an environment that is conducive to driving creativity, knowledge sharing and innovation through your company’s best asset – its employees!

I customize employee idea systems that are unique to the DNA of your organization.  This simple, yet powerful process captures your employees’ most beneficial ideas, while dramatically reducing the number of ideas in the management pipeline – making employee idea generation a manageable process.

Employee Idea Management System - a simple, powerful system that allows the free flow and exchange of ideas throughout your company; customized to your unique culture and how your employees work on a day to day basis.

A ‘personal touch’ is essential to building trust between all layers of your organization from management to the front-lines. My conversational and hands on approach focuses all employees on the right results and allows employees to practice new techniques in a safe and non-judgmental environment to maximize learning.  I teach managers and employees how to work together to achieve results with mutually beneficial input and clear expectations of the idea management process, complete with a feedback loop that results in maximum buy-in from your employees.

Idea Share of the Month!

An idea system should integrate into the fabric of how your employees already work.  If the system is too complex for your employees to understand or too time-consuming – they won’t use it.  When an employee idea system integrates into how your employees already work, they are more likely to buy into and accept the change.  

To sign up for Page’s Idea Share Tip of the Week! Please visit Frame of Mind Consulting.