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Will You Add? - Make Your Staff Suggestion System Make Sense
Policy management tools of any enterprise need constant evaluation to ensure the policies support the generation of precise, unprejudiced, evidence-based information that will ensure that those in charge can make informed decisions regarding changes to the policies to have certain desired end results. Evaluations of policy management tools aid in archiving the results and also help those in charge manage for results.Evaluating Policy Management Tools: Evaluation helps track and determine the actual performance, giving decision makers a chance to make objective and informed decisions. Evaluating helps managers design, improve the design of policies
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 i
If you are a struggling small store owner fighting for customers in the face of stiff competition then, for goodness sake, concentrate on customer service! This is one area of your offer where you need spend no (or very little) money to get it right. You are dealing with your fellow human beings who are willing to hand over some hard earned cash for your products, so treat them with respect.Disrespect"Of course I treat customers with respect", is what many shopkeepers will say. No you do not, or at least many of you do not. I know from personal experience, and so do thousands of others, that customers in shops are often treated as an
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 id
Knowing when and how to leave a company is an art in today's economy. With constant change in many companies and in our lives, there's always a cycle of beginning and ending. We love beginnings and the fresh energy that comes with them. We often hate endings and shy away from them, dealing with them only when forced to. But, the fact is that on the other side of every ending, no matter how scary it may feel, is a bright new beginning that can be just what is needed.Even if you hate your job and can't wait to get away, there's almost always a feeling of loss from the separation. You just want it over with. However, you benefit yourself and others by
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 i
We spend half our lives working with the end result being nothing to show for it but a check from Uncle Sam. After wasting time in dead end jobs eventually you will come to the conclusion that entrepreneurship is for you. So how do you do it?After digging deep and analyzing your skills,talents,interests, abilities, and favorite hobbies you may be able to hone in on a money making craft to get you on your way to self employment.If you are still employed by others here are some signs that it is time to work for yourself:1. You have to be at work at 9am, in the morning you press the snooze button more than once.2. Mornings and you
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 i
I have breakfast once a week with a group of individuals with various backgrounds and professions. Since all of them work in or have customer relations, we sometimes get on the subject of the “worst customer I ever had.”You know, the “Screamer” or the “Demander” or various other versions. My friend John and I were talking this morning about Mr. Demanding.Usually you know when you are talking to Mr. Demanding, as the conversation starts with their expectations and a list of tasks to be completed. In addition the world runs on their time. Does this sound familiar?Pity the poor customer service professional who does not take the time t
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 i
You would think experience, frequency of service, and the importance of repeat customers would create an expectation of quality. But you would be surprised if you thought that.Recently I met with a client for whom I have done a number of programs. We have a routine for our programs, and as always we maintained our routine. We meet at the same hotel. The starting time is not too early, but also not late enough to take away the participants’ entire day. Management provides donuts and bagels. The staff graciously shows up on a Saturday morning for sales and service training, without grumbling -- in fact, eager to be here. Says something about the qual
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 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 onc
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