Success Flows from Energy and Ideas by Marc LeVine

Great minds discuss ideas; average minds discuss events; small minds discuss people. - Eleanor Roosevelt

Remember when your previous employer placed a carboard suggestion box in the lobby? ?I bet a long line of your teammates immediately formed down the hallway to make entries. ?Probably not a long line, but over time suggestions of many kinds were likely made and, hopefully, many were explored and accepted.

Today, there are much more effective ways to call for employee suggestions, electronically. Suggestions can easily be made from home or office and over mobile devices. They can and usually do offer anonymity and security for concerned employees.

Yes, “suggestion box” technology has come a long way. ?Lots of People eager to make great suggestions? ?Maybe, not so much. Concerns still exist and too many remain hesitant to stand up and be counted. That’s a darn shame.

According to a Forbes article, anonymous feedback channels can increase feedback by 74% and make employees feel safer to give feedback. It can also increase engagement, retention and cut costs. Anonymity shows that the company cares about its employees.?But the problem with anonymity is that many great suggestions yield no recognition for the employees making them. Opportunities to be recognized are being squandered, daily.

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There are many reasons why so many employees may be hesitant to make their suggestions in person. Some employees may be hesitant to speak up because they are afraid of being criticized or rejected. Others may be hesitant because they don’t feel like their suggestions will be taken seriously. Some employees may also be hesitant because they don’t want to rock the boat or cause conflict.

Here’s the thing, though. ?If you have a worthwhile suggestion that has been carefully thought out and can make a significant contribution, why not make it and put your name behind it??If you suggest to the right people in the right place and at the right time, there is no reason not to be heard.

What are worthwhile suggestions? They include ideas for improving the workplace, such as ways to increase productivity or reduce waste. Or they may include feedback on company policies or procedures. Why not suggest new products or services that your company could offer? ?These are all areas that most employers are interested in hearing about from their team members. Gone are the days when pre-enlightened bosses expressed only that their employees should be seen but not heard.

Let’s take the considerations for making worthwhile suggestions one at a time.

Start off by understanding and adhering to your company culture when it comes to offering suggestions. Is your suggestion a good fit with company culture? ?Not every idea is right for every company.

Follow the chain of command and bring your suggestions to your direct supervisor, first. Good managers know what may or may not fly with senior management. They may help you make an even better case to present to senior management or explain why your suggestion may not fly in your place of business. A good manager should be an effective sound board when you need one. Take time to discuss the hell out of your suggestion so it resonates more at the top.

You also must determine who, when and where to offer suggestions based on their level of significance. You probably don’t want to storm into the CEO’s office during his or her board meeting to suggest that more rolls of toilet paper should be placed in each bathroom stall.?There are others for whom that kind of suggestion relates better to.

If you are suggesting a change to company policy, your boss may recommend scheduling a call with human resources.?But don’t approach them with an operational suggestion, which belongs with the operational leadership.?And, of course, make sure your boss clears your HR audience request, first.?He or she may wish to be directly involved in that discussion.

Do you have a meeting coming up in which some of your suggestions are better suited??Can your suggestion become part of that meeting agenda, so it does not shock and embarrass a manager that may be unprepared to respond to your suggestion in a group setting??Knowing what you may wish to offer – in advance – may result in a recommendation for a one-to-one conversation in his or her office, first, instead of introduction at a larger meeting.

When offering a suggestion, face-to-face, you must be well prepared with specific details and a workable plan to be most convincing. Measure your verbal tone and do not come off as a know it all or disgruntled employee. Avoid the more controversial subjects that can ruffle feathers.?And be prepared to accept the final verdict no matter what it may be. ?Signs of sour grapes and insolence have no place in such a forum. Always take the high road and be positive.

Good suggestions are usually welcome by anyone in management and why shouldn’t you be the one to deliver them in person and receive the credit you deserve. Who knows? The success tied to what you are suggesting may be factored into your future, upward career progression.?Don’t shy away from speaking about them in an appropriate way. ?Do and do it right.

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The Author

My Recent Interview on “Engineering Success”

Marc LeVine is a graduate of Syracuse (NY) University with a degree in Industrial Psychology, Marc is currently Talent Acquisitions and Learning and Development Lead at Thermo Systems. He is the recipient of the Excellence in Talent Acquisitions Award from HR Awards in 2021.

Marc's prior employment includes senior Human Resources and Staffing Industry management roles with Edgewood Properties in Piscataway, NJ, Brickforce Staffing in Edison, NJ, InfoPro Inc. in Woodbridge NJ and Plainsboro, NJ and Harvard Industries in Farmingdale, NJ, a former Fortune 500 company. He also served as Director of Human Resources for New Jersey Press, the parent company of the Asbury Park Press, Home News and Tribune and WKXW-NJ101.5. Earlier in his career, Marc served as Director of Career Services and Placement at Union Technical Institute in Eatontown and Neptune, NJ. In addition, Marc owned and operated Integrity Consulting Associates, a New Jersey based Human Resources and Social Media Marketing firm for 11 years. Marc also served as Council President in his hometown of Freehold Borough, NJ