Department managers at successful organizations ask their employees to speak their mind on a number of subjects. Or on any subject.

Small ideas, not over-the-top, ultra-profitable ideas, but ordinary commonsense ideas that allow the organization to save some money, waste less resources, make someone's job easier. In some way just make the organization better.

These ideas, brought together, have the power to make for significant competitive edge.

That culture inevitably results in improved performance and a better work environment, letting out a perceived image that attracts better employees while retaining the ones worth keeping.

The better a manager's employees' ideas are, the better leader that manager is.

"This whole concept of harvesting employee's ideas always boosts employee involvement and performance to unprecedented levels, in any organization."

The idea shake-up

Teepin allows team managers to listen systematically to the people working for them.

And each time an idea gets implemented, the performance of the organization gets improved in some way, or perhaps some money is saved, or someone will be more comfortable or more efficient doing his/her work, or the satisfied customers share will ramp up.

Now picture an organization that gets 3 ideas per month for each person working there - inevitably, the whole performance gets a dramatic boost.

Plus, as the implemented ideas' authors see them put to practice and the resulting impact on the organization they work in, they also feel dramatically better and definitely more engaged in their work.

Ideas easily become the core of any organization's progress, since they're responsible for the newly adopted ways to do things - which are just better.

If any given organization chooses not to get ideas from the people working there, it will decline as it stagnates, getting surpassed by their competitors, who probably deployed a system to get ideas from everyone.