PiT-Stop®:
The name PiT-Stop is taken from Formula One Racing. The driver (in your case the employee) knows the problems and informs the crew (interviews at the place of work) and makes a brief pit stop (our 1-hour problem solving sessions). Our methodology works in a similar fashion. The 3 letters PIT stand for our motto:
Problem finding and solving in teams.

3 Deliverables:
In a nutshell, the 3 definable PiT-Stop products that can get plugged and played immediately and are the full ownership of the client organization:
Firstly: the on-site trained and certified idea champions (facilitators). They are not theoretically trained but have hands-on exposure to real bottom-line skills that can be repeatedly used, namely problem finding, problem structuring and problem solving
Secondly: the populated performance and results database that serves as an excellent controlling instrument for both effective coaching and implementation of cost savings
Thirdly: bottom-up ideas from all employees, based on 20-minute interviews of employees at their place of work, generate savings potential of over $100,000 per interview day
PiT-Stop closes the gap between the planned activities and the
non-utilized performance reserves in your organization
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The 2011 Formula One season is upon us. Behind the scenes specialized teams are at their peak. Teams have conquered the 4 second four tire change challenge. That's the result of employee engagement and idea management.

The business lesson: Employee engagement and idea management can tighten your performance. Our team has been working for 20 years with Fortune 500 companies … running workshops and doing specialized on-the-job training. One of the fundamental principles is the active soliciting of ideas, problems and suggestions directly at the workplace.

This leads to 100% participation and is unequivocal evidence of being taken seriously and valued. Citius, altius, fortius … the Olympic goals of higher, faster, stronger means:
  • more ideas (suggestion rate)
  • from more employees (participation rate)
  • with greater potential (implementation rate)
  • and more monetary benefits (benefits rate)

According to the latest Best Employers in Canada study, "It's the activity to harness this discretionary effort that is particularly important; this commitment can make the difference in how organizations are impacted by the downturn, how quickly they emerge from it, and how strong they are after the downturn passes"