Driving Adoption and Impact

The platform will only create measurable value if it is used consistently, visibly, and actively managed. Adoption requires leadership behaviour, visible follow-through, and periodic adjustment to maintain momentum. Below is a practical approach to driving engagement and ensuring the system generates real operational impact.

1. Lead from the Front

Adoption begins with leadership.

  • Senior leaders and managers should submit suggestions and send recognitions regularly.

  • Managers should recognise team contributions publicly.

  • Leaders should reference accepted suggestions in meetings and performance discussions.

Visible leadership participation normalises contribution across the organisation.

2. Make Contribution Visible

Visibility drives behaviour.

  • Use the Display Wall in shared spaces.

  • Highlight recognitions in team briefings.

  • Share examples of accepted suggestions and savings generated.

When staff see contribution recognised and implemented, participation becomes expected rather than optional.

3. Review Suggestions Promptly

Slow review reduces engagement.

  • Acknowledge new suggestions quickly.

  • Move suggestions through statuses in a timely manner.

  • Provide clear reviewer notes explaining decisions.

  • Assign owners where appropriate.

Even rejected suggestions should receive constructive feedback. Transparency builds trust.

4. Close the Loop Publicly

Impact must be visible to sustain momentum.

When a suggestion is accepted:

  • Explain why it was approved.

  • Communicate expected operational or financial benefits.

  • Track implementation progress.

  • Publicise measurable results.

Staff participation increases when ideas clearly lead to change.

5. Set Clear Participation Expectations

Adoption improves when expectations are explicit.

  • Encourage at least one recognition per person per month.

  • Reinforce that improvement ideas are part of everyday work.

  • Make it clear that contribution is encouraged at all levels.

Avoid rigid quotas. Instead, reinforce contribution as a shared responsibility.

6. Manage the Monthly Recognition Multiplier

The Monthly Goal Multiplier determines the recognition target shown on the Display Wall:

Active users × multiplier = monthly recognition goal.


For example:
50 active users × 1.2 = 60 recognitions per month.

The multiplier should evolve as engagement grows.


Initial phase:

  • Start with a realistic multiplier, typically between 0.8 and 1.0 in the early adoption phase.

  • This encourages approximately one recognition per person per month.

Growth phase:

  • If the recognition goal is consistently met or exceeded for two consecutive months, increase the multiplier gradually.

  • Increase in small increments, such as 0.1 to 0.15.

  • Example: move from 1.0 to 1.2

Mature phase:

  • As participation becomes embedded, the multiplier may increase to 1.5 or higher.

  • Only increase when the current target is comfortably achieved.

To change the multiplier:

  • Go to Admin Panel.

  • Open Recognition Features.

  • Update the Monthly Goal Multiplier.

  • Save changes.

The new multiplier takes effect immediately and updates the recognition target shown on the Display Wall.

Avoid:

  • Large jumps in the multiplier.

  • Setting unrealistic targets that stall progress.

  • Increasing targets before participation is stable.

The goal should stretch behaviour slightly, not discourage it.

7. Monitor Participation Levels

Track both total recognitions and participation rate.

Healthy indicators include:

  • 70 to 80 percent of staff giving at least one recognition per month.

  • Consistent month-on-month participation.

  • Cross-department recognition activity.

If participation falls below 50 percent, focus on:

  • Leadership example.

  • Reinforcing expectations.

  • Highlighting recognitions in meetings.

8. Promote Quality Over Volume

Encourage meaningful participation.

For suggestions:

  • Focus on practical, measurable improvements.

  • Encourage realistic savings estimates.

  • Provide clear problem statements.

For recognition:

  • Encourage specific, impact-based messages.

  • Avoid generic praise.

  • Reinforce behaviours aligned with company priorities.

Quality contributions strengthen credibility and long-term impact.

9. Track Leading and Lagging Indicators

Leading indicators:

  • Recognition participation rate.

  • Recognition goal progress.

  • Suggestion submission rate.

Lagging indicators:

  • Accepted suggestions.

  • Annual savings generated.

  • Implementation rate.

Recognition is typically a leading indicator. As participation increases, suggestion volume and idea quality usually follow.

10. Reinforce the Improvement Loop

The system works best when the improvement cycle is visible:

  • Contributions are recognised.

  • Ideas are reviewed.

  • Improvements are implemented.

  • Impact is measured.

  • Success is shared.

When this loop is repeated consistently, engagement becomes embedded and the platform delivers sustained operational and cultural value.