Listen to the experts - the people who do the work! Align your strategy with their Commitment. Organised Feedback does a simple job: it empowers people to
solve problems and work smarter.

1. A Culture of Improvement evolves when everyone believes they have “permission” to explore and suggest change. Make sure employees know that change is normal and expected.
    
2. Reward those who identify and share problems because that prompts new ideas. Encourage thinking to describe, measure and analyse the improvement opportunity.
    
3. Think about work as a process. Best to think about the job we do as a series of steps where each makes a contribution to the next stage. When we do that, the chances are that we will spot where time, effort and resources are badly used. And before you know it, there will be the beginning of an improvement idea we can learn about and comment on in OrganisedFeedback.

1. Enable easy classification of great ideas, quick wins, problems or improvement opportunities and customer stories.
2. Automatically route feedback to the right decision-making or evaluation teams.
3. Automatically acknowledge and update idea authors.
4. Enable voting or commentaries to gauge importance of an idea / feedback topic.
5. Automate idea reporting to reduce evaluation discussion meetings by 50%.
6. Always have a “we just did it” classification celebrating marginal gains implemented.
7. Use our best practice space where everyone improves thinking and problem-seeking skills.
8. Emphasize that we all have two jobs: the one we do …  and how to do it better! 
9. Remind everyone that improvement ideas are like rabbits: “you get a couple and learn how to handle them… and pretty soon you’ve got a dozen!” - John Steinbeck.

Here are the elements that are central to the new way.

Ease of use:

Minimal training required for end-users. When you use a tool, you should be able to understand it from the first moment, making it easy to contribute, classify and evaluate ideas.

Back-end capabilities:

To communicate, measure, report and analyse. Not only idea management activity but also strategic goals related to progress, performance and employee contribution.
 

Share & collaborate

Your network shares ideas, customer stories, lessons learned and improvement opportunities in regular feedback sessions and departmental communities.

INCUBATE & PRIORITISE

Teams and individuals collaborate to discuss, vote, improve and prioritise the best improvement opportunities to be taken forward for implementation.

ORGANIZE & ACT

All improvement feedback is automatically sorted and collated, reports generated, ready for evaluation and then transformed into action!

You listen to what’s right so you can leave it alone. You learn what’s wrong so you can change it.
 

YOU CAN HAVE ANONYMITy

Many people believe it encourages authenticity. You can have that in OrganisedFeedback. It's so easy to enable if it is required in a Challenge or a Work Group.

Outcomes and Reports

Ideas, stories, quick wins and opportunities are automatically collated, sorted and can be immediately routed to the right people.

Firstly, OrganisedFeedback is made available to everyone (in Glasgow it’s called Employee Voice).  Inclusion means involvement, and involvement generates Commitment.

Second. Management make it clear that everyone has "permission" to identify waste, to suggest change, to share Improvement Opportunities and new ideas with colleagues and decision makers.

That awareness is a critical cultural marker for employee engagement. As a consequence, transformation - within departments or organisation wide - comes from people who are embracing the power of incremental improvement. Marginal gain rapidly accumulates.

In Glasgow, no improvement idea is an orphan; all are routed to Lean teams or department heads. Every idea is acknowledged. Its automatic to do so in OrganisedFeedback so that management overhead is minimal.

The result is that improvement ideas suggested per 100 employees soars to the
range 18 to 58.

This is your key measure of Continuous Improvement – ideas suggested and ideas implemented per 100 employees. This is the metric you need to measure and grow. In OrganisedFeedback, it’s easy to measure!

Download the case study

We would like to suggest you take a 4 week, free evaluation. And, with our help, you use our Application for real. You could, as many of our clients have done, start with one department or business unit.

There is no cost to do this. 

But you must be committed to succeed and get involved and learn.  The benefits are that you will be able to build commitment from your employees -  beginning the move from "hired hand" to empowered thinkers! You could also begin to put in place the people who would be involved in idea evaluation and innovation coaching (a special team, team leaders or Heads of Departments or CI people or HR).

It always makes sense when introducing something new, to keep it simple and familiar; in many ways you are simply introducing a suggestion box (but with brains!).  Starting with Challenge is a good idea or just one Community as in our demo example. Of course you should always have a “We just did it” Community to air and share success.

There's is no contract or risk in starting this way and we highly recommend it.

Guides to help you.

Richard’s Book  – Innovation De-Mystified. Get it Free.
 
It’s a handbook of techniques for coming up with better ideas, packed
with simple techniques for tapping into your creative core.

Lucy Gower’s Innovation Workout – the 10 tried and tested steps that will build your creativity and innovation skills.