Employee Ideation Program Implementation—Step 1 of 3
After you’ve evaluated an idea and decided to move forward, it’s time to enter the implementation phase. Here are the key things to consider:
- Who? Is the person who evaluates an idea also the person who will implement it? Or will a new idea owner be named to implement the idea?
- When? When will you transition your responsibilities to the new idea owner?
- How? How can you ensure a smooth transition to implementation? How will the new idea owner understand the intent of the idea?
- Complaints or questions instead of ideas
- Duplicate ideas
- Poorly written ideas
- Incomplete or inaccurate ideas
- Low comment and vote activity
Suggestions for encouraging employees include:
- Develop basic training or FAQs to guide employees
- Use communication campaigns to reinforce good idea creation behavior
- Create categories that suggest topics of importance to employees
- Use prompting questions (i.e., what are the benefits of your idea? Who does your idea impact and how?)
- Use moderation to encourage discussion and voting on ideas
- Feature your Employee Ideation Program and some good ideas in prominent areas (i.e., intranet homepage, etc.)
- Use periodic challenges to collect ideas for a particular topic (see below for more on challenges)
- Be transparent about the process; let employees know what decisions have been made
- Communicate about implementing ideas to show employees it is worthwhile to contribute
- Identify an executive sponsor
- Determine roles and responsibilities upfront
- Determine if there will be a “winner” and what the “prize” will be
- Structure challenge question carefully to ensure maximum participation
- Make sure the challenge question can be answered by employees
- Communicate results widely
Now that you have ideas, it’s time to evaluate the ideas.
Review all the EIP implementation steps at a glance on the How to Manage an Employee Ideation Program page.