Tailored for a Manufacturing Environment.


This plan outlines who should do what, how often, and how impact should be monitored to ensure the Suggestion and Recognition platform drives real operational value.

The objective is not just usage, but measurable improvement in safety, quality, cost, and delivery.

1. Governance Structure

Site Director / Plant Manager

Role:

  • Visible sponsor of the platform.

  • Reinforces importance in team meetings and monthly and quarterly briefings.

  • Reviews high-impact suggestions.

  • Publicly acknowledges implemented ideas.

Frequency:

  • Mention platform performance monthly.

  • Highlight at least one accepted suggestion in all-hands updates.

Purpose:
Leadership visibility signals that contribution is valued and taken seriously.

Continuous Improvement Lead or Operations Manager

Role:

  • Primary owner of the Suggestion Scheme.

  • Ensures suggestions are reviewed within agreed timeframe (e.g. 7–14 days).

  • Tracks implementation progress.

  • Validates savings calculations.

  • Reports impact metrics monthly.

Frequency:

  • Weekly review of new submissions.

  • Monthly performance summary to leadership.

Purpose:
Prevents backlog and ensures operational credibility.

HR or Culture Lead (if applicable)

Role:

  • Oversees Recognition engagement.

  • Monitors participation rates.

  • Encourages managers to recognise team members.

  • Ensures recognition categories align with company values.

Frequency:

  • Monthly participation review.

  • Quarterly adjustment of recognition strategy if required.

Purpose:
Maintains positive reinforcement culture.

Department Managers / Supervisors

Role:

  • Encourage suggestions from frontline teams.

  • Discuss recognitions during toolbox talks.

  • Review suggestions affecting their area.

  • Ensure implementation follow-through locally.

Frequency:

  • Weekly team briefing reference.

  • Monthly review of department participation.

Purpose:
Drives adoption at the operational level.

2. Launch and Ongoing Communication Plan

Phase 1 – Launch (Month 1)

Actions:

  • Site-wide announcement from senior leadership.

  • Explain purpose: improvement and recognition.

  • Demonstrate how to submit a suggestion.

  • Show example of good recognition.

  • Set initial recognition multiplier and explain target.

Supervisors:

  • Reinforce message in shift briefings.

  • Encourage first submissions within first two weeks.

Goal:
Build early momentum and visibility.

Phase 2 – Momentum Building (Months 2–3)

Actions:

  • Highlight first accepted suggestions.

  • Publicise measurable savings.

  • Show recognition participation rate.

  • Use Display Wall prominently in common areas.

Admin:

  • Ensure quick turnaround of early suggestions.

  • Avoid long “To be reviewed” status delays.

Goal:
Demonstrate that the system leads to action.

Phase 3 – Embedding (Month 4 onward)

Actions:

  • Integrate into:

    • Monthly operational review

    • Safety meetings

    • Continuous improvement updates

  • Adjust multiplier if recognition target consistently exceeded.

  • Introduce improvement themes if helpful (e.g. safety month, waste reduction focus).

Goal:
Make contribution part of normal operations.

3. Monthly Monitoring Framework

Track both engagement and impact.

Engagement Metrics (Leading Indicators)

Responsibility: HR / Admin / CI Lead

  • Recognition participation rate

  • Percentage of staff giving at least one recognition

  • Suggestions submitted this month

  • Department participation spread

Healthy benchmarks:

  • 70–80 percent of staff participating in recognition

  • At least one suggestion per employee per quarter (as maturity increases)

Impact Metrics (Lagging Indicators)

Responsibility: CI Lead / Finance

  • Accepted suggestions this month

  • Implementation rate

  • Annual savings generated

  • Average time from submission to decision

Report monthly to leadership.

4. Managing the Recognition Multiplier Over Time

The Monthly Goal Multiplier should evolve with engagement maturity.

Initial Setting

  • Start between 0.8 and 1.0

  • Example: 50 staff × 1.2 = 60 recognitions.

Adjustment Rule

Increase multiplier if:

  • Target exceeded for two consecutive months.

  • Participation rate above 70 percent.

  • Recognition quality remains strong.

Increase by small increments:

  • +0.1 to +0.15.

Example:

  • 1.2 → 1.35 → 1.5 over time.

Do not:

  • Increase during low participation.

  • Make large jumps.

  • Change without explaining reason.

Responsibility:

  • Admin proposes change.

  • CI Lead reviews participation data.

  • Site Director approves.

  • Communicate change clearly to staff.


The new multiplier automatically updates the Display Wall target.
Purpose: Maintain stretch without discouragement.

5. Supervisor-Level Integration (Manufacturing Context)

In a production environment:

Supervisors should:

  • Reference recognitions in daily start-up meetings.

  • Encourage practical, low-cost improvement ideas.

  • Reinforce safety-related recognitions.

  • Highlight implemented shop-floor improvements.

Best practice:
Tie suggestions to:

  • Safety improvements

  • Waste reduction

  • Downtime reduction

  • Quality improvements

  • Energy efficiency

When frontline operators see improvements affecting their daily work, adoption increases significantly.

6. Quarterly Review

Quarterly leadership review should assess:

  • Participation trends

  • Suggestion quality

  • Implementation rate

  • Financial impact

  • Recognition distribution across departments

  • Multiplier appropriateness

Adjust strategy if:

  • One department dominates participation.

  • Backlog increases.

  • Recognition becomes generic.

  • Savings claims lack validation.

7. Accountability Summary

Site Director:

  • Sponsor and visible champion.

CI Lead:

  • Owns suggestion workflow and impact tracking.

HR or Culture Lead:

  • Owns recognition participation monitoring.

Department Managers:

  • Drive frontline engagement.

Admin:

  • Maintains system, adjusts multiplier, monitors health.

8. What Success Looks Like

  • Recognition participation above 70 percent.

  • Suggestions reviewed within 14 days.

  • Accepted ideas implemented within defined timeframe.

  • Visible savings reported quarterly.

  • Display Wall referenced in meetings.

  • Contribution discussed as part of normal operational performance.

When communication, review speed, visibility, and multiplier management are consistent, the platform becomes embedded in daily operations rather than remaining a standalone tool.