How to get your startup better known

The following are ways you can make your start-up well known by publicity through guest posting. What is guest posting? Guest posting can simply be defined as the act of contributing to another web owner’s or blogger’s website. How do you get started?                                                     The first step will be to search for an authority website that allows contributors. You can search over the internet for relevant sites that have blogs You can find them on social media or forums. Be on the lookout for brands or people who get talked about a lot in your niche or industry as well as noted authors and influencers. Examples of authority websites you can contribute to are www.outbrain.com  www.huffingtonpost.com  www.about.com  and www.IdeaSpies.com which all have impressive global ranking. There are also many magazines that may be looking for guest writers. Once you establish an authority publication to write for, reach out. Do a pitch, identify yourself and express your interest in contributing..  When you have done your pitch, you need to sit back and wait for approval. The time it will take for you to get feedback will depend on how busy the webmaster and editors are. They are getting requests from other bloggers to contribute to their sites. Ask for feedback. The publication may be able to suggest ways to improve your post. When your post is published share it to your social media. When you do the value of the post is maximised. What role does guest posting play in making your business known publicly? 1.    It allows you to share your news with more people Guest posting will expand the size of the audience you will be able to reach. You already have an audience. If you contribute to a relevant website, you will be able to draw more audience to your site. Provided you contribute quality and relevant content you will be able to increase your following: which signifies that your brand has more value. 2.    Link building By guest posting, you will be able to build links for your website: which is a smart move. Remember that search engines consider quality backlinks in ranking a site on search results. If you do it well, guest blogging will earn you backlinks and in turn, search engines will rank your site more highly.  Hence your site will be easier to find. A bigger audience will be able to find you, therefore your brand will become better known.                          3.    Building relationships While guest posting, you will be able to establish relationships with other web owners and bloggers. Most of them are influential in the market and they could help you to be influential. 4.  Guest posting will improve your online authority There is no better way of improving your online authority than guest posting. When you contribute to a brand or business that already has authority you will gain credibility hence  more brand awareness . 5. Honing your content marketing skills The best way to learn content marketing is by doing it. For your brand to be known publicly your content marketing skills should be on point. Guest posting will give you an arena to research and an opportunity to learn. Through guest posting you will experience growth in every area of content marketing, which you can use to grow your own brand by increasing awareness. Guest posting is one of the surest ways of creating brand awareness. If you have not yet put it to the test, use these guidelines to get started, and it will be worth your while. Dancun Kingori   Dealstream

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Why and how to encourage your team to take breaks at work

Taking Breaks for Better Brain Power It may be tempting to power through a big project or compress work hours in order to leave early. But the brain needs periodic downtime. When workers stay at a task for a long time, their performance suffers. The human brain is designed to move through periods of focus and unfocus. Don’t be fooled by the term unfocus. It may feel like you’re resting when you daydream or take a break from a task, but your brain is busy. It switches to a brain circuit called the Default Mode Network, which uses even more energy than when focused on a task. While in this default state, the brain activates old memories, processes emotions, recombines ideas, and seeks out big-picture strategies for the future. Unfocused time allows indiviudals to come up with creative solutions for problems and understand other people’s thinking. It also facilitates learning and may boost performance. In one study, students who took a break while studying a task performed better on a test the next day than students who studied nonstop without a break. In another study, students who were allowed to take a break every hour during a standardized test performed better than when they were only allowed to take a break every two hours. Professionals also benefit from breaks. When the Draugiem Group, a collection of companies in Latvia, tracked their employees’ time and productivity, they discovered that the most productive employees took the most breaks. On average, high performers took a 17-minute break for every 52 minutes they worked. Standing Up for Healthier Bodies and Brains Breaks aren’t just important for job performance; they’re imperative for human health. When you think of dangerous jobs, you probably think of logging or iron and steelworkers. But sedentary office jobs also carry health risks if workers sit for long periods without breaks. The World Health Organization lists sedentary behavior as the fourth-leading risk factor for premature death for people around the world. Sitting too much is linked to an increased risk of death from cardiovascular disease, type 2 diabetes, and cancer. It also impacts the brain in undesirable ways. In one study, inactivity was linked to thinning of the medial temporal lobe, an area of the brain linked with memory formation. Exercising in the mornings or evenings doesn’t prevent health problems caused by sitting too much. Ideally, workers should get up and move every half hour for optimal health. Even walking for two minutes at a time throughout the day is linked to greater longevity. Taking a walk at lunch reduces stress, improves mood, and boosts work performance. Social Workers are Happy Workers When you see employees chit chatting around the water cooler, it’s cause to celebrate. Work relationships have a big impact on employees’ happiness levels. In one survey, 89% of workers said positive work relationships mattered to their overall quality of life. Moreover, it may boost a company’s bottom line when employees socialize at work. In a Gallup poll, women who had a best friend at work were 63% more likely to be engaged at work compared to those who didn’t. That’s important because companies with high employee engagement report 22% higher productivity. Employees who have friends at work are more likely to love their companies, to trust the leadership of their companies, and to stay at their jobs. When a major bank began scheduling call-center employees’ breaks together so they could socialize, the workers’ productivity jumped by 25%. Even socializing online during breaks may improve employees’ job performance. In one study, when workers were allowed to use social media during a 10-minute break, they were 40% more productive for the rest of the day than workers who were not given a break, and 16% more productive than those who were given a break without access to the internet. Refuelling for Better Concentration Breaks not only give workers a chance to catch up with each other, they provide an opportunity for workers to nourish their bodies and brains. Unfortunately, most Americans don’t eat a nutritious lunch every day. Only 19% of American workers take a regular lunch break. And more than half (62%) of professionals typically eat at their desks. Skipping lunch can lead to fatigue, drowsiness, shortened attention span, and a slower speed of processing information. Proper nutrition can have a huge impact on productivity, especially if workers are undernourished. When San Pedro Diseños, a textile company in Guatemala City, provided their employees with breakfast and lunch, production jumped 70% and their annual earnings went up 20%. Even in the U.S., where most workers eat adequate calories every day, encouraging workers to eat healthy meals may improve performance. In one study, physicians, who often skip breakfast and lunch, were provided with healthy meals as part of a wellness program. The doctors reported they were less irritable with patients and more alert when they ate during the day. How to Encourage Your Employees to Take Breaks Now that you understand the benefits of breaks, it’s time to encourage your employees to actually take them. More than a quarter (28%) of employees say they seldom, if ever, take any breaks at work. Here’s how to convince your employees to get up from their desks. Discuss the benefits of breaks If most of your employees are skipping breaks, chances are your company culture is not break-friendly. In one survey, 20% of employees said they feel guilty leaving their workstations. At your next meeting, discuss the benefits of breaks with your team and that they’re encouraged at your workplace. Urge your team to use break-friendly apps Pomodoro apps remind employees to take short breaks at regular intervalsto improve health and boost productivity. The Donut app pairs employees that don’t know each other well and prompts them to meet for coffee, lunch, or a donut. Lead by example Workplace behavior is contagious. In one survey, 49% of workers said they’ve imitated someone’s behavior at work. If your team sees leadership taking breaks during the day, they’ll be more likely to follow suit. Provide a quiet break area The sad state of American workers’ breaks may reflect the sad state of office break rooms. In one survey, half of employees in one survey said they didn’t have a properly furnished breakroom. And three-quarters (76%) said they’d unwind more at work if they had access to well-stocked snacks and a comfortable breakroom. Stock the kitchen with healthy snacks If you provide free food, they will come. More than half (63%) of employees say complimentary snacks and […]

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Are you looking for ideas from staff or just information?

Employees don’t contribute ideas when their boss is not interested. There is often a mismatch in goals between givers and recipients of advice. Though we usually have experience both with seeking and giving advice, when we put our advice seeker’s hat on, we seem to forget our perspective when we are giving advice. Advice seekers often view the purpose of the interaction to be more information-focused, while advisors view it as more guidance-focused. This disconnect can lead advisors to overestimate the likelihood that their advice will be taken. As a result, advice seekers risk facing unanticipated costs if they don’t take the advice, such as offending the advice giver and reducing their interest in giving more advice in the future. A recent Employee Innovation Survey considered why employees don’t contribute ideas. The purpose of the survey was to determine if employees have a voice in helping their organisations succeed. The main reason given was that the boss is not interested. Employees want more power to implement ideas they suggest. They also want management to be more supportive in testing ideas. 23% said nothing happened with their ideas and many were annoyed when time was spent developing an idea and either they weren’t empowered to test it, or they received no feedback on why it wouldn’t be accepted. Feedback was shown to be important in building employee engagement. The survey shows that 84% of leaders are talking about the need for innovation, however only 69% of employees believe the culture of their organisation actually welcomes new ideas. This result indicates there is a significant gap in organisations ‘walking the talk’ on innovation. Organisations that offer a tool for employees to contribute ideas have much better scores. Frustration was expressed when leaders said they wanted innovation but were not resourcing it. Management often give the illusion of wanting ideas, but then lack the skills to capture ideas in a simple way, give feedback and implement good ideas. In progressive organisations, innovation is part of the culture- a continuous process where employees are encouraged to suggest ideas. The Employee Innovation Survey was sent to about 2,000 employees, with 18% responding and volunteering extensive comments- see below. The full report on the results is here. Lynn Wood IdeaSpies Enterprise, ph 0418 966 625 lynn.wood@IdeaSpies.com

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Do you want to be the internal champion for innovation?

Do you want to be the internal champion for innovation?

The best source of innovation is employees If you want to be an internal champion for innovation look around you. You can encourage useful ideas from your colleagues. Recent research has shown that over 90% of employees believe they are the best source of innovation with 57% strongly agreeing and 34% agreeing The purpose of the survey was to determine if employees have a voice in helping their organisations succeed. Innovation was defined simply in the survey as “implementation of ideas that add value”. When asked what would make it easier for them to contribute ideas the top response was 45% wanting a software tool/digital platform that’s easy to use. David Thodey AO, Chair of CSIRO and Jobs for NSW, said “I really like the IdeaSpies Enterprise solution. I have a strong view that the best source of innovation is your staff. They know the business and how to improve it better than consultants. The issue has always been how do you provide an open forum for those ideas?” The Employee Innovation Survey was sent to about 2,000 employees, with 18% responding and volunteering extensive comments. The full report on the results is here. Lynn Wood IdeaSpies Enterprise, ph 0418 966 625 lynn.wood@IdeaSpies.com

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Are you concerned about people resigning?

Employees would be more likely to stay if they could contribute more ideas  IdeaSpies Enterprise, a platform for ideas that will improve business performance, has revealed the results of an Employee Innovation Survey. A key finding is that over 90% of employees would be more likely to stay with their organisations if they could contribute more ideas. Significantly, 98% of lower management would be more likely to stay. Losing employees who want to contribute more would be a significant cost to these organisations. The purpose of the survey was to determine if employees have a voice in helping their organisations succeed. Innovation was defined simply in the survey as “implementation of ideas that add value”. There are many employee engagement surveys but not employee innovation surveys. The survey results also show that employees want more power to implement ideas they suggest. They want management to be more supportive in testing ideas. 23% said nothing happened with their ideas and many were annoyed when time was spent developing an idea and either they weren’t empowered to test it, or they received no feedback on why it wouldn’t be accepted. Feedback was shown to be important in building employee engagement. Frustration was expressed when organisations said they wanted innovation but were not resourcing it. Management often give the illusion of wanting ideas, but then lack the skills to capture ideas in a simple way, give feedback and implement good ideas. Tony Nimac Partner in charge of KPMG Enterprise NSW said “We trialled IdeaSpies Enterprise last year and have continued to use it. It was very well received by staff. It’s thought provoking, fun and easy to use, with no training needed. People see the tool as an opportunity to suggest ideas that could improve the way they work. In addition to specific ideas, we’ve seen themes coming from the ideas that have led to improvements. We give selected staff the opportunity to implement ideas they suggest and have benefited from improving staff engagement.” The Employee Innovation Survey was sent to about 2,000 employees, with 18% responding and volunteering extensive comments. A full report on the results is here. Lynn Wood Chief Idea Spy lynn.wood@IdeaSpies.com IdeaSpies Enterprise  

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Innovation isn’t just a word. You need to do something.

A software tool/digital platform that’s easy to use would make it easier for your staff to contribute ideas. A recent Employee Innovation Survey asked employees what would make it easier for them to contribute ideas. The top response was 45% wanting a software tool/digital platform that’s easy to use, with lower management particularly in favour at 59% as well as organisations with 5,000 plus employees at 64%. Only 26% of employees said that their organisations offer a software tool/digital platform to contribute ideas, including 41% of organisations with 5,000 plus employees. When an innovation tool is provided, 75% of employees use it, males 81% and females 68%. David Thodey AO, Chair of CSIRO and Jobs for NSW, said “I really like the IdeaSpies Enterprise solution. I have a strong view that the best source of innovation is your staff. They know the business and how to improve it better than consultants. The issue has always been how do you provide an open forum for those ideas?” The purpose of the survey was to determine if employees have a voice in helping their organisations succeed. Innovation was defined simply in the survey as “implementation of ideas that add value”. The Employee Innovation Survey was sent to about 2,000 employees, with 18% responding and volunteering extensive comments. A full report on the results with charts and comments is now being prepared. Please contact me if you’d like to receive it and/or would like information about IdeaSpies Enterprise. Lynn Wood ph +61 418 966 625 lynn.wood@IdeaSpies.com IdeaSpies Enterprise

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Idea capture tools encourage useful ideas from staff

A software tool/digital platform that’s easy to use would make it easier for your staff to contribute ideas. A recent Employee Innovation Survey asked employees what would make it easier for them to contribute ideas. The top response was 45% wanting a software tool/digital platform that’s easy to use, with lower management particularly in favour at 59% as well as organisations with 5,000 plus employees at 64%. Only 26% of employees said that their organisations offer a software tool/digital platform to contribute ideas, including 41% of organisations with 5,000 plus employees. When an innovation tool is provided, 75% of employees use it, males 81% and females 68%. David Thodey AO, Chair of CSIRO and Jobs for NSW, said “I really like the IdeaSpies Enterprise solution. I have a strong view that the best source of innovation is your staff. They know the business and how to improve it better than consultants. The issue has always been how do you provide an open forum for those ideas?” The purpose of the survey was to determine if employees have a voice in helping their organisations succeed. Innovation was defined simply in the survey as “implementation of ideas that add value”. The Employee Innovation Survey was sent to about 2,000 employees, with 18% responding and volunteering extensive comments. A full report on the results with charts and comments is now being prepared. Please contact me if you’d like to receive it and/or would like information about IdeaSpies Enterprise. Lynn Wood ph +61 418 966 625 lynn.wood@IdeaSpies.com IdeaSpies Enterprise  

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Incentives work to encourage ideas

Young employees in particular would contribute many more ideas with incentives We recently revealed the results of an Employee Innovation Survey. The purpose of the survey was to determine if employees have a voice in helping their organisations succeed. Innovation was defined simply in the survey as “implementation of ideas that add value”. There are many employee engagement surveys but not employee innovation surveys. It’s a good sign that 73% of employees are offering ideas without an incentive to do so. Recognition of ideas is a strong motivator. It’s one thing to contribute ideas to an organisation, but it is even more important to know that you have been heard. Only 27% of organisations provide an incentive to contribute ideas; however, 58% of respondents (65% male and 53% female) said they would provide more ideas if there was an incentive to do so. Significantly, however 87% of 18-35 year-olds said they would contribute more ideas if an incentive was offered and it seems sensible that Management should encourage ideas from young people who have them. The IdeaSpies Enterprise platform provides businesses with the opportunity to encourage all employees to contribute and implement ideas that may increase productivity and staff engagement. Incentives can be part of the process. David Thodey AO, Chair of CSIRO and Jobs for NSW, said “I really like the IdeaSpies Enterprise solution. I have a strong view that the best source of innovation is your staff. They know the business and how to improve it better than consultants. The issue has always been how do you provide an open forum for those ideas?” Management needs to stop feeling comfortable about the way they do things – for example by saying ‘that’s the way we have always done things’. In organisations like this, employees who suggest new ideas can be seen as a threat. In more progressive organisations, innovation is part of the culture- a continuous process where employees are encouraged to suggest ideas. Progressive organisations are getting rid of 20th century silo thinking and need managers who have vision, imagination and drive (VID) Those who have VID are quick to see the value of ideas and proposals and have the drive to implement them. The Employee Innovation Survey was sent to about 2,000 employees, with 18% responding and volunteering extensive comments. A full report on the results with charts and comments is now being prepared. Please contact me if you’d like to receive it. Lynn Wood ph +61 418 966 625 lynn.wood@IdeaSpies.com IdeaSpies Enterprise

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Are you the only one in your company who is passionate about innovation?

Employees could contribute many more ideas than they do now You might think that you’re the only one in your group who is passionate about innovation however many more are- they’re just not being heard. IdeaSpies Enterprise, a platform for ideas that will improve business performance, has revealed the results of an Employee Innovation Survey. The purpose of the survey was to determine if employees have a voice in helping their organisations succeed. Innovation was defined simply in the survey as “implementation of ideas that add value”. There are many employee engagement surveys but not employee innovation surveys. 76% said they could contribute more useful ideas than they do now, especially those who are 26-35 years old (89%). When asked what would make it easier for them to contribute ideas the top response was 45% wanting a software tool/digital platform that’s easy to use, with lower management particularly in favour at 59% as well as organisations with 5,000 plus employees at 64%. Psychological safety is an important issue to consider when encouraging ideas from employees. Many think their ideas aren’t good enough. Therefore they don’t want their name linked with an idea that’s seen by others. Similarly, many at lower levels are concerned that their idea will be judged by their level in the organisation rather than its quality. Therefore they don’t contribute ideas. IdeaSpies Enterprise solves this problem by offering employees the opportunity to post their ideas anonymously, with a fun IdeaSpies name. Many take advantage of this opportunity so only their names can only be identified after ideas are judged for implementation. The Employee Innovation Survey was sent to about 2,000 employees, with 18% responding and volunteering extensive comments. A full report on the results with charts and comments is now being prepared. Please contact me if you’d like to receive it. Lynn Wood ph +61 418 966 625 lynn.wood@IdeaSpies.com IdeaSpies Enterprise

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How to get your startup better known with publicity

It has taken you some time getting your entrepreneurial journey started. Luckily for you, you were able to spot a profitable business or develop your own. The task ahead of you is to create brand awareness. You have to collaborate with your customers to be able to make them aware of your business and the products and services you offer. The following are the best ways you can make your start-up well known by publicity through guest posting. What is guest posting? Guest posting can simply be defined as the act of contributing to another web owner’s or blogger’s website. How do you get started?                                                     The first step will be to search for an authority website that allows contributors. You can search over the internet for relevant sites that have blogs You can find them on social media or forums. Be on the lookout for brands or people who get talked about a lot in your niche or industry as well as noted authors and influencers. Examples of authority websites you can contribute to are www.outbrain.com  www.huffingtonpost.com  www.about.com  and www.IdeaSpies.com which all have impressive global ranking. There are also many magazines that may be looking for guest writers. Once you establish an authority publication to write for, reach out. Do a pitch, identify yourself and express your interest in contributing..  When you have done your pitch, you need to sit back and wait for approval. The time it will take for you to get feedback will depend on how busy the webmaster and editors are. They are getting requests from other bloggers to contribute to their sites. Ask for feedback. The publication may be able to suggest ways to improve your post. When your post is published share it to your social media. When you do the value of the post is maximised. What role does guest posting play in making your business known publicly? 1.    It allows you to share your news with more people Guest posting will expand the size of the audience you will be able to reach. You already have an audience. If you contribute to a relevant website, you will be able to draw more audience to your site. Provided you contribute quality and relevant content you will be able to increase your following: which signifies that your brand has more value. 2.    Link building By guest posting, you will be able to build links for your website: which is a smart move. Remember that search engines consider quality backlinks in ranking a site on search results. If you do it well, guest blogging will earn you backlinks and in turn, search engines will rank your site more highly.  Hence your site will be easier to find. A bigger audience will be able to find you, therefore your brand will become better known.                          3.    Building relationships While guest posting, you will be able to establish relationships with other web owners and bloggers. Most of them are influential in the market and they could help you to be influential. 4.  Guest posting will improve your online authority There is no better way of improving your online authority than guest posting. When you contribute to a brand or business that already has authority you will gain credibility hence  more brand awareness . 5. Honing your content marketing skills The best way to learn content marketing is by doing it. For your brand to be known publicly your content marketing skills should be on point. Guest posting will give you an arena to research and an opportunity to learn. Through guest posting you will experience growth in every area of content marketing, which you can use to grow your own brand by increasing awareness. Guest posting is one of the surest ways of creating brand awareness. If you have not yet put it to the test, use these guidelines to get started, and it will be worth your while. Dancun Kingori   Dealstream

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How serious are you about innovation?

IdeaSpies Enterprise, a platform for ideas that will improve business performance, has released the results of an Employee Innovation Survey. The purpose of the survey was to determine if employees have a voice in helping their organisations succeed. Innovation was defined simply in the survey as “implementation of ideas that add value”. It’s good to see that 84% of leaders are talking about the need for innovation, but only 69% of employees believe the culture of their organisation actually welcomes new ideas. This result indicates there is a significant gap in organisations ‘walking the talk’ on innovation. Organisations that offer an idea capture tool for employees to contribute ideas have much better scores- 88% of employees believe their organisations welcome new ideas. Frustration was expressed when organisations said they wanted innovation but were not resourcing it. Management often give the illusion of wanting ideas, but then lack the skills to capture ideas in a simple way, give feedback and implement good ideas. Management needs to stop feeling comfortable about the way they do things – for example by saying ‘that’s the way we have always done things’. In organisations like this, employees who suggest new ideas can be seen as a threat. In more progressive organisations, innovation is part of the culture- a continuous process where employees are encouraged to suggest ideas.” The survey was sent to about 2,000 employees, with 18% responding and volunteering extensive comments. A full report on the results is now being prepared. Please contact me if you’d like to receive it. Lynn Wood ph +61 418 966 625 lynn.wood@IdeaSpies.com IdeaSpies Enterprise  

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Survey finds employees believe they are the best source of innovation

Over 90% of employees believe they are the best source of innovation Over 90% of employees would be more likely to stay with their organisations if they could contribute more ideas Sydney, 15 November 2018 – IdeaSpies Enterprise, a platform for ideas that will improve business performance, today revealed the results of an Employee Innovation Survey. The purpose of the survey was to determine if employees have a voice in helping their organisations succeed. Innovation was defined simply in the survey as “implementation of ideas that add value”. There are many employee engagement surveys but not employee innovation surveys. Lynn Wood, founder of IdeaSpies, said “This survey demonstrates the importance of harnessing employees’ ideas through a simple tool that gives them a voice. A key finding is that over 90% of employees believe they are the best source of innovation, with 57% strongly agreeing and 34% agreeing. The IdeaSpies Enterprise platform provides businesses with the opportunity to encourage their employees to contribute and implement ideas that may increase productivity and staff engagement.” David Thodey AO, Chair of CSIRO and Jobs for NSW, said “I really like the IdeaSpies Enterprise solution. I have a strong view that the best source of innovation is your staff. They know the business and how to improve it better than consultants. The issue has always been how do you provide an open forum for those ideas?” When respondents were asked how they contributed ideas in their organisations 76% said direct to their boss and 62% said through a team. Teams that are diverse and inclusive drive and support innovation. They can implement quick wins. 90% of employees have had their ideas adopted and 76% said they could contribute more useful ideas than they do now, especially those who are 26-35 years old (89%). When asked what would make it easier for them to contribute ideas the top response was 45% wanting a software tool/digital platform that’s easy to use, with lower management particularly in favour at 59% as well as organisations with 5,000 plus employees at 64%. Only 26% of employees said that their organisations offer a software tool/digital platform to contribute ideas, including 41% of organisations with 5,000 plus employees. When an innovation tool is provided, 75% of employees use it, males 81% and females 68%. Perhaps women need more encouragement in some organisations though they have been well represented as winners in programs run by KPMG with IdeaSpies Enterprise. Tony Nimac Partner in charge of KPMG Enterprise NSW said “We trialed IdeaSpies Enterprise last year and have continued to use it. It was very well received by staff. It’s thought provoking, fun and easy to use, with no training needed. People see the tool as an opportunity to suggest ideas that could improve the way they work. In addition to specific ideas, we’ve seen themes coming from the ideas that have led to improvements. We give selected staff the opportunity to implement ideas they suggest and have benefited from improving staff engagement.” Employees want more power to implement ideas they suggest. They also want management to be more supportive in testing ideas. 23% said nothing happened with their ideas and many were annoyed when time was spent developing an idea and either they weren’t empowered to test it, or they received no feedback on why it wouldn’t be accepted. Feedback was shown to be important in building employee engagement. Another key finding is that over 90% of employees would be more likely to stay with their organisations if they could contribute more ideas. Significantly, 98% of lower management would be more likely to stay. Losing employees who want to contribute more would be a significant cost to these organisations. Progressive organisations are getting rid of 20th century silo thinking and need managers who have vision, imagination and drive (VID) Those who have VID are quick to see the value of ideas and proposals and have the drive to implement them. Lynn Wood said “It’s a good sign that 73% of employees are offering ideas without an incentive to do so. Recognition of ideas is a strong motivator. It’s one thing to contribute ideas to an organisation, but it is even more important to know that you have been heard. “Only 27% of organisations provide an incentive to contribute ideas; however, 58% of respondents (65% male and 53% female) said they would provide more ideas if there was an incentive to do so. Significantly, 87% of 18-35 year-olds said they would contribute more ideas if an incentive was offered. “It’s good to see that 84% of leaders are talking about the need for innovation, but only 69% of employees believe the culture of their organisation actually welcomes new ideas. This result indicates there is a significant gap in organisations ‘walking the talk’ on innovation. Organisation that offer a tool for employees to contribute ideas have much better scores. “Frustration was expressed when organisations said they wanted innovation but were not resourcing it. Management often give the illusion of wanting ideas, but then lack the skills to capture ideas in a simple way, give feedback and implement good ideas. “Management need to stop feeling comfortable about the way they do things – for example by saying ‘that’s the way we have always done things’. In organisations like this, employees who suggest new ideas can be seen as a threat. In more progressive organisations, innovation is part of the culture- a continuous process where employees are encouraged to suggest ideas.” The Employee Innovation Survey was sent to about 2,000 employees, with 18% responding and volunteering extensive comments- see below. Having established a benchmark, it’s now possible for individual organisations to use the survey to compare their results with the benchmark. A full report on the results with charts and comments is now being prepared. Please contact Lynn Wood if you’d like to receive it. Media Contacts: Antonino Blancato Financial & Corporate Relations (FCR), ph 02 8264 1009 a.blancato@fcr.com.au Lynn Wood IdeaSpies Enterprise, ph 0418 966 625 lynn.wood@IdeaSpies.com Employee Innovation Survey comments at the end (excluding many that were very complimentary of the survey) My organisation’s leader is fixated on innovation however doesn’t have the resources to fund it. It’s extremely frustrating as the health of the business is crumbling. It’s one thing to contribute ideas to an organization but it is even more […]

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