You may have a boss. You may have a manager. You may have a team leader that you need to report to. But just because you aren't "the boss" doesn't mean that you don't have good ideas to contribute to the company. Good managers and leaders listen to, and value the input and suggestions of their employees. But all too often, despite a leader's willingness to listen, this message has not been relayed adequately to the employees. As a result, employees are often hesitant and/or afraid to offer suggestions or to open up with their ideas.
The idea of a "suggestion box" is age old, but many companies and organizations have eliminated them, seeing them only as a receptacle for grievances and complaints. A well run suggestion campaign, can however, be successful if organized properly. When a manager has a sincere commitment to making the program work, they get everyone involved, and offer rewards that will motivate employees to contribute, a suggestion program can do great things. In some companies contributors' ideas have led them to accomplish everything from saving money to creating new products; from eliminating unnecessary procedures to improving overall quality.
All it really takes to run a successful suggestion program is the effort, the commitment and some positive reinforcement. Here are some things a manager can do to get a great suggestion program started:
_Create a well publicized and positive employee suggestion program. Make sure that senior management is fully behind the program and then advertise it prominently to all employees. Send out personal letters to encourage employee participation
_Develop an easy to use suggestion form that is detailed enough to allow the contributor to include details such as how much money may be saved, what the benefits of taking this action would be, and what their recommended plan of action might be. Include right on the form a thank you for the suggestion, as well as a time frame for expecting comments from the suggestion committee.
_Maintain interest and participation by acknowledging all responses right away. If employees start to feel that the program is not taken seriously, they will lose interest and no longer offer ideas.
_Create a suggestion committee to evaluate ideas made up of a cross section of employees from various departments and who hold a variety of positions. Give this committee the power to initiate action upon suggestions in a timely manner.
_Once a suggestion has been accepted and is going to be acted upon, notify the contributor right away. Then keep them updated as to the progress of implementation of their ideas, and encourage their ongoing communication as the project progresses.
_Recognize contributors with some form of reward and make the presentation of the award public. This might include such things as a little write up in the monthly newsletter, a posting on a company bulletin board or acknowledgement at a monthly staff meeting.
_Most of all: make it positive, fun and worthwhile for everyone!
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