Yes and no is the paradoxical answer to this question because It all depends on the type of programme and the context in which it is launched. This is according to Mark Poven former CFO of Virgin Health and Bob Eckert CEO of New & Improved who were keynote speakers during a recent webinar: “Facing The Challenge in 2009 and beyond”. 

An innovation platform is not merely an IT system that operates more like an employee suggestions scheme box where the only one who ever sees the suggestions is the janitor who clears it when it overflows (or the IT/ Web manager who deletes the ideas to create cyberspace). Innovation is a two-way conversation where people share ideas and build on each other’s concepts. 

Ultimately innovation is about creating new value. Unless there is implementation, there is no innovation.

Three crucial keys to sustainable innovation:

• Innovation management systems have become very sophisticated with the good ones incorporating some of the latest social networking features and facilities. Through social networking within a company, ongoing communication about innovations is encouraged and enabled between all. This is the first key to successful innovation programmes: a system or way to communicate constantly.

• The second key lies in training employees. Ten years ago, there was very little training available in the innovation and creativity field. Today there are many universities with specific degree and diploma courses on innovation and creativity.  In the US alone, there are almost two workshops or seminars on the topic every week. The applied learning of innovation skills and tools directly impacts on the quality and sustainability of employees’ innovative ideas. The more they know the better they contribute.

• The last key is the innovation context. A system and training pogramme alone will not inspire employees to be innovative. An organisations culture needs to support innovation demonstrably by, for example, making funding available for innovation projects. Rewards for good innovations are particularly inspiring when they include acknowledgement and a clear innovation process is essential. Employees must know what procedure to follow with good ideas to get them approved and implemented.

Employee innovation programmes most definitely have a role to play in increasing value in your organisation whether it be increased profit or improved service delivery, but the programme needs to be managed. Just a system, just a process, or an innovation fund on its own, will not deliver sustainable innovations. Just as national innovation systems (NIS) in countries are measured and managed, companies too need to have a systemic approach to employee innovation to get the best results.

Freda Gray is a Director of Mindstir