Mark Murphy

Every organization wants great ideas; smarter companies generally deliver better service and make more money. But not every company does a great job of harnessing all of the great ideas lurking throughout the organization.

First, not every company truly wants to hear the ideas of its frontline employees. And second, there are many companies that say they want to hear employees’ ideas, but they design “idea generating” programs (or “bright idea” programs, or whatever) that don’t fit their unique corporate cultures, so employees never participate. We need to fix this issue.

Here’s the dirty little secret of many programs designed to elicit great ideas from employees: They’re too individualistically competitive. Many idea-generating programs reward individuals – not groups – with a cut of the profits, prizes, money, a special lunch, whatever.

Now, there’s absolutely nothing wrong with the way those programs are designed – IF your culture is competitive and individualistic. But many are not, and that’s the problem.

Find out what type of culture is right for your organization and how to achieve it in our upcoming webinar, "Creating the Right Culture for Your Company." You'll learn the 4 unique types of organizational cultures, the benefits and challenges of each, and – most important – which one is right for YOU. Click here to learn more and register now. The first 100 people to register get $50, so hurry to reserve your seat.

For example, highly entrepreneurial cultures typically have a competitive streak (the best ideas win, inventors get all the glory, etc.). Similarly, hierarchical cultures also have a robust competitive streak (whoever gets the most power, or generates the most visibility, or wins the most deals will get the big promotion, corner office, etc.).

But then there are corporate cultures that tend to squash competitiveness. For example, dependable cultures tend to focus on consistency, efficiency and protocol. You could invent the next iPad in this type of culture, but if it was created outside of the accepted protocol, the idea (and inventor) will be instantly dismissed. And finally in highly social cultures, where affiliation, getting along and social bonds reign supreme, competition is frowned upon. Great ideas are instantly attacked if they even slightly damage the culture’s social bonds (harmony is more important than a few more points of market share).

Now, if your culture is one that squashes competitiveness (especially individual competitiveness), does it really make sense to market a “bright ideas” program to employees that incents individualistic competitiveness? Wouldn’t a team-based program be better? Or one where your whole department or workgroup wins a prize if you win the competition? Or one that encourages cross-departmental collaboration? Or basically anything that doesn’t reinforce individualistic competitiveness?

And if you have a more competitive culture, you really need to make sure that the program has sufficient rewards to engage the motivational drivers of your employees. If it’s loosey-goosey and touchy-feely, it will never get adequate participation.

Ultimately, your goal is to understand your unique culture. Only then can you design a process that will encourage and capture great ideas from your brightest employees.

Find out what type of culture is right for your organization and how to achieve it in our upcoming webinar, "Creating the Right Culture for Your Company." You'll learn the 4 unique types of organizational cultures, the benefits and challenges of each, and – most important – which one is right for YOU. Click here to learn more and register now. The first 100 people to register get $50, so hurry to reserve your seat.