SYSTEM SUGESTII PRACOWNICZYCH
PARTNER MERYTORYCZNY NARZĘDZIA: Anna Kaczmarczyk
Co to jest System Sugestii?
System/Program Sugestii/Pomysłów Pracowniczych, System Innowacji, Program Twój Pomysł, etc. Jakiej nazwy by nie przybrało to specyficzne narzędzie, to i tak chodzi o propozycje pracowników dotyczące usprawnień miejsca pracy. Wpisuje się to znakomicie w trend ciągłego doskonalenia.
Ogólnie i idealistycznie rzecz ujmując: pracownik zgłasza swój pomysł (na piśmie lub za pomocą specjalnego programu komputerowego – drogą elektroniczną), następnie wniosek jest weryfikowany przez odpowiednie osoby, które podejmują decyzję czy dany wniosek jest faktycznie potrzebny, przynoszący wartość dodaną i możliwy do realizacji. Jeśli tak, to zostaje zaakceptowany i skierowany do realizacji. Po pomyślnych testach, pracownik dostaje za swój pomysł nagrodę (pieniądze, punkty, nagrody rzeczowe, etc.), a firma ma oszczędności dzięki temu wdrożonemu pomysłowi.
Niestety wprowadzenie a już tym bardziej sprawne utrzymanie Systemu Sugestii, nie jest takie proste. Nie zawsze działa jak powinno i wręcz może frustrować pracowników oraz zarządzających którzy spodziewali się dzięki temu większych korzyści od samego początku.
Jak dobrze wprowadzić i utrzymać System Sugestii Pracowniczych?
1. Zaangażowanie musi wypływać od najwyższego kierownictwa.
2. Przeanalizować możliwości finansowe. Oprócz finansowania samego wdrożenia, trzeba mieć na uwadze, także stałą pozycję w budżecie na utrzymanie Systemu. Jeśli firma nie może pozwolić sobie na zabudżetowanie odpowiednich środków na ten program (na nagrody i wdrażanie pomysłów), to taki System nie ma racji bytu. Nie ma co liczyć, że od pierwszego dnia będzie to narzędzie samofinansujące się lub przynoszące tylko oszczędności i korzyści.
Podczas sprawdzania możliwości finansowych należy przemyśleć system nagród i ich wysokość – finansowe czy rzeczowe. Finansowe są wg wielu pracowników bardziej motywujące, gdyż rzeczowe nie zawsze trafią w gusta i potrzeby. Atrakcyjne nagradzanie ma bardzo duży wpływ na przetrwanie Systemu.
3. Zdobyć akceptację wszystkich działów. Przed wdrożeniem trzeba przekonać innych co do słuszność Systemu Sugestii, jakie niesie korzyści, ale też i obowiązki. Wiele działów będzie brało w tym czynny udział i nie będzie dobrze, jeśli będzie im to narzucone bez wcześniejszych rozmów.
4. Stworzyć klarowny regulamin. Powinien powstać po konsultacji z działami, które będą w to zaangażowane oraz zostać zaakceptowany przez zarząd.
Regulamin powinien:
- być napisany prostym językiem, bez możliwości dwuznaczności w interpretacji;
- zawierać zasady przyznawania nagród – jakie i kiedy zostają przyznane (po zaakceptowaniu czy po wdrożeniu i pozytywnych testach). Uwzględnić również sytuacje nietypowe (jeśli są one akceptowane w tym regulaminie) np. przydział punktów/nagród dla wniosku grupowego lub dodatkowe nagradzanie za samowdrożenia;
- precyzyjnie opisywać sytuacje jakie mogą zaistnieć; rozwiązując ewentualne spory pracownicze np. gdy wnioski są powtórzone, ale inaczej zapisane etc.
- określać wzór arkusza [rys. 1.] lub sposób wypełniania wniosku w programie komputerowym. Wniosek powinien być prosty do wypełnienia, wręcz intuicyjny. Jeśli w firmie pracuje duża ilość pracowników nie znających języka polskiego, warto zadbać o arkusze np. dwujęzyczne). Dla metody tradycyjnej – papierowej, rozważyć arkusz samokopiujący się (by pracownik miał kopię wniosku jaki złożył);
- zawierać wzór tabeli podsumowującej wszystkie wnioski (w celu prowadzenia rejestru wniosków papierowych, jaki jest ich status i możliwości sprawdzania czy wniosek się nie powtarza);
- opisywać archiwizację – czas i sposób przechowywania wniosków (wersje papierowe, skanowanie lub zdjęcia podlinkowane do tabel podsumowujących);
- dla ułatwienia może zawierać przepływ dokumentu – wniosku, aby była klarowna informacja dla pracowników, kto zajmuje się wnioskiem na danym etapie. Także kto zajmuje się wdrożeniem w danych sytuacjach (rozróżnienie i podział wniosków wpływających na jakość, proces, BHP etc.);
Regulamin musi być łatwo dostępny i znany pracownikom.
Rys. 1. Przykładowy arkusz wniosku systemu sugestii.
5. Przeszkolić. Pracownikom trzeba przedstawić możliwości i płynące korzyści z Programu. Zapoznać z zasadami zawartymi w regulaminie. Wytłumaczyć jak wypełniać arkusz oraz co dyskwalifikuje pomysł jako wniosek. Warto przeszkolić pracowników z prostych metod rozwiązywania problemów (np. 5 Why), aby łatwiej im było zdefiniować problem i poprawnie uzupełniać arkusz wniosku.
Należy włączyć te informacje, także w szkolenia wstępne dla nowozatrudnionych pracowników.
6. Zaangażować kierownictwo. Kluczem do sukcesu przy wprowadzaniu tego typu narzędzi jest oczywiście podejście kierownictwa. Działania jak i zachowania kierownictwa mogą skutecznie zmotywować jak i zdemotywować pracowników do czynnego udziału.
7. Stworzyć możliwość łatwego składania wniosku. Wiele osób boi się spisywać swoje pomysły ze względu na ewentualną krytykę. Szczególnie własnego przełożonego, tym bardziej, jeśli musi mu wręczyć wniosek osobiście. Prostsze wydaje się składanie drogą elektroniczną. Dla tradycyjnego systemu z wnioskami na papierze, można rozważyć – skrzynki, postawione/przywieszone w miejscu ogólnodostępnym i znanym dla wszystkich. Należy pamiętać o zabezpieczeniu takich skrzynek i ich regularnym opróżnianiu.
8. Mianować osoby odpowiedzialne za System Sugestii.
Osoby te mają zadanie nadzorować zgłoszenia, oceniać, sprawdzać możliwość implementacji na podobne procesy i kontrolować realizację tych wdrożeń oraz uczciwie nagradzać.
Na początku wprowadzenia Systemu, kierownictwo może jeszcze nie być gotowe na poprawne i samodzielne ocenienie pomysłów swojego działu.
Warto więc rozważyć powołanie komisji (uwzględnić oczywiście zapisy co do tego w regulaminie).
Ocena przez komisję jest lepsza, szczególnie gdy komisja składa się z osób z różnych działów. Powołanie takiej komisji ma przewagę, także w tym, że podczas wdrożeń może zaistnieć potrzeba aktualizacji powiązanej dokumentacji i rozdzielenie zadań po odpowiednich działach. Komisja to przedstawiciele działów, więc są od razu poinformowani, przez co wdrożenie wniosku jest sprawniejsze. Niestety organizacja pracy komisji jest trudniejsza, gdyż wymaga ustalenia konkretnego terminu, pasującego wszystkim osobom w niej zasiadającym. Przez co może wydłużać się termin rozpatrzenia wniosku – co może wpływać demotywująco. (patrz punkt
9. Pamiętać o szybkiej informacji zwrotnej odnośnie wniosku. Pracownicy mogą się zniechęcić i nie widzieć sensu pisania kolejnych wniosków, skoro nie wiedzą co dzieje się z poprzednimi. To samo dotyczy szybkości wdrażania – mogą odebrać to jako brak zaangażowania i niechęć innych działów oraz najwyższego kierownictwa.
Należy pamiętać, także o dyplomacji przy przekazywaniu opinii o odrzuceniu wniosku, aby „nie podciąć skrzydeł” i nie przerwać chęci dalszego zgłaszania pomysłów.
10. Cykliczne podsumowywać i udoskonalać Systemu Sugestii w celu weryfikacji ilości i jakości wniosków.
Warto także zadbać o atrakcyjną otoczkę całego przedsięwzięcia, jak np.:
ciekawa nazwa programu i logo, powywieszane plakaty, uroczyste nagradzanie i wywieszanie informacji o nagrodzonych. Sprawi to, że temat zawsze będzie rzucał się w oczy i pracownik nie zapomni o możliwości uczestnictwa.
Nie należy ograniczać Systemu Sugestii tylko do środowiska produkcyjnego, pracownicy biurowi, także mogą mieć świetne pomysły niosące wiele oszczędności. Niestety z systemu należy wykluczyć tych dla których usprawnianie procesów jest pracą codzienną (np. dział/osoby z: inżynierii produkcji, leanowców, kierownictwo etc.)
Jeżeli firma jest wielooddziałowa, warto umieszczać informacje o najlepszych pomysłach w intranecie. Aby była możliwość zaimplementowania na podobne procesy w innych oddziałach.
System Sugestii to program który łatwo sparametryzować lub wręcz się prosi by wykorzystać go do oceny pracowniczej lub KPI. Lecz lepiej nie robić z tego obowiązku. Ani nie wprowadzać na siłę rywalizacji na ilość wniosków między pracownikami czy działami. Ponieważ może prowadzić to do sytuacji, że będziemy mieć dużą ilość wniosków kiepskiej jakości twórczej. Takie działania na siłę, nie wpływają dobrze na kreatywność, a wręcz mogą zniechęcać i wypaczyć program.
Dlaczego warto mieć dobrze działający System Sugestii?
Korzyści z posiadania dobrze wdrożonego i sprawnie działającego Systemu Sugestii Pracowniczych:
- redukcja kosztów
- poprawa BHP
- usprawnienie wykonywanej pracy
- wzrost świadomości pracowników
- rozwój i motywacja pracowników
- poprawa komunikacji z przełożonymi i między działami
- firma rozwija się, doskonali co wpływa na jej wizerunek
Przegląd wniosków podczas audytów wewnętrznych, może dać nam obraz co się dzieje w dziale a nawet firmie. Często powtarzające się Wnioski np. o brakach w zabezpieczeniach BHP – może wskazywać na problemy we współpracy z tym działem etc.
Przegląd wniosków dostarcza cennych informacji od pracowników szeregowych, którzy są na pierwszej linii frontu i mają często trafne spojrzenie, dotyczące usprawnień procesowych lub organizacyjnych.
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