In the eighteen months since my column began in HR Magazine, I have seen an increase in the number of organisations taking steps towards being more responsible. ‘Responsible business’ is a broach church. Depending on who you talk to, it can embrace ethical, social and environmental issues, sustainability, employee diversity or investing in communities.

Most organisations have a clear idea about what they want to achieve when they start their journey and putting an employee engagement programme in place is typically a cornerstone of a responsible business strategy. None of us would debate the logic of this: value-driven individuals are like gold. Get them correctly motivated and briefed and they will go above and beyond, not only deliver the changes that matter to your organisation, but also provide ideas to drive the programmes forward.

However, organisations are not always adequately set up to capture ideas in easy, cost-effective and practical ways, which means they are potentially losing out on invaluable insight. Indeed, according to a survey by Brighter Planet, a company dedicated to the mitigation of climate change through personal action, the more an employer has a system in place to share ideas and best practice, the more likely that initiative is to succeed, almost 3 to 1.

One approach is to use technology as an enabler or driver of ideas’ sharing and behaviour change. CloudApps has developed an interesting solution for HRDs in organisations which are targeting CO2 reductions. Called SuMo (it stands for Sustainability Momentum), it is a desktop dashboard that provides each employee with all the tools to record, track and share their personal contributions to the company’s carbon footprint, and the means to propose new ideas for sustainability initiatives.

HRDs can set SuMo to compare individuals’ CO2 information to colleagues in their workgroup, in other departments and regions, or any other classification they wish in order to create some healthy competition within the organisation. The SuMo ideas tab is a key feature. Once an idea is posted, employees can vote on it and it will be ranked on a leaderboard. This allows HRDs and others to understand staff motivations, chart ideas and potentially fast-track these into development.

Already SuMo has attracted the interest of some large companies. It is being actively trialled by a major US retailer, a global construction company, one of the leading global waste management operators and a top two UK retailer. Ashridge Business School has introduced SuMo into the classroom as a teaching tool.

“Employee engagement is all too often ‘management by poster slogan’,” says Peter Grant, CEO of CloudApps. “What SuMo does is link every worker’s daily efforts to the strategic sustainability of the business in a very measurable way,” “With SuMo, each employee has personalised and verifiable targets to achieve and its effect is to increase employee engagement naturally over time as work habits change. HRDs and employees alike can now share increased visibility directly from the frontline of the business by using SuMo’s real-time feedback.

He adds, “We now have the ability to collaboratively change actual working habits, not just ‘hearts and minds’ and deliver on the corporate sustainability which many have promised, but few to date have achieved.”

There is scope too for the SuMo dashboard to play a role in rewarding green bonuses to high performing staff, structure that is gaining ground as companies turn their back on the traditional approach of linking bonuses to profits. For example, TNT has rolled out a sustainability-linked scheme, so too has DSM in The Netherlands. While all 600 executives at AzkoNobel, another Dutch company, will only receive bonuses based on how much they have contributed towards reducing injuries among staff and cutting carbon, energy, water and waste. Indeed, deployed in setting green bonuses, SuMo gives HRDs some extra muscle that its acronym implies.