Ann Marie Puig offers tips on how to motivate employees to engage in the workplace
Date : September 23, 2019 By
A great many people know about the use of the employee suggestion box in the workplace – a physical box that is typically mounted on a wall somewhere that allows employees to provide suggestions. However, it often only collects dust, trash and off-color comments from frustrated employees. Notwithstanding, worker recommendations can be an amazing driver of authoritative improvement and the test for business owners is to make it worthwhile for workers to share their thoughts. Ann Marie Puig, a successful entrepreneur and philanthropist from Costa Rica, offers some ways to make this happen.
One of the best ways to offer tangible incentives. Give the correct blend of motivators to get representatives anxious to share their thoughts. A few people like cash, so give them a money compensate for each thought that you set in motion. Other individuals relish status, so allow them a month of front-row parking. Figure out what prizes will function admirably for representatives, and offer them as pay for advancing their thoughts. Note, however, that discounts related to items the company is offering are not usually considered incentives.
Don’t simply put out a recommendation box. Include workers in the thought development process by revealing a new program with a certain amount of fanfare. Says Puig, “Consider meeting a group of representatives to screen new ideas with management in a relaxed environment each month. In the event that your organization hosts a yearly get-together or summer cookout, consider giving awards or certificates of appreciation to workers who offered the best thoughts in the previous year.”
A few thoughts may be politically unsafe. Ensure representatives understand that they can submit thoughts that may be out of line and that they will be free from the danger of retaliation if they do. This dedication needs to originate from the company owner or president. A sentiment of security makes way for diagnosing issues that may emerge at the middle-management level. Puig adds, “On the off chance that you put it all on the line and attempt a suggestion that you don’t agree with, the message is understood – You’re willing to confide in your colleagues and let them go out on a limb.”
Ensure representatives comprehend the parameters of any recommendation program. A few projects, indeed, may not be “programs” by any means, yet, rather, a normal open-entryway exchange with the entrepreneur or senior authority. Regardless of whether an organization has an officially characterized feedback program, or a casual culture of thought sharing, the executives are responsible for sharing the aftereffects of employees’ thoughts.
A thought box is pointless if nothing ever occurs. On the off chance that a worker’s tip prompts a change, advance that change. Give recognition to the employee and demonstrate to the entire organization the advantage of the idea. Individuals give a lot of respect business owners who have the humility to give a subordinate kudos when they do a good job. At the point when the group sees that its thoughts matter, that urges individuals to end up genuine about sharing their tips.