In today’s digital world, you need a virtual suggestion box. While an online survey may drill down on a specific topic, it’s important to offer an open-ended suggestion box too. Our Employee Engagement Survey found that when asked, 18% of employees include useful, actionable feedback.
So surveys alone aren’t enough for employee feedback. You also need a virtual suggestion box.
Keep The Door Closed
If you’re relying on an open-door policy, then good luck. While an open door is a widely accepted practice, employees are hesitant to approach their managers about their ideas—regardless of how friendly you are with them.
A virtual suggestion box—when anonymous—doesn’t attach a name to the suggestion. This allows employees to feel more comfortable voicing their thoughts. Because in reality, it’s difficult to bring up an idea when there’s a chance the person on the other end will judge you for it.
If one employee has an idea to improve the workplace, it’s likely they’re not alone. As a manager, it’s easy to overlook certain needs and inconveniences. For example, scheduling meetings at an inconvenient time where employees have to come in early just to attend.
But again, employees are afraid to voice their unhappiness with the meeting time for fear they’d get fired. That’s where a virtual suggestion box comes to play. An employee can make this suggestion without their name attached; they don’t have to worry about receiving any negative consequences.
And when managers act upon these ideas, they’re acting to improve the work culture. If it’s a major inconvenience for one person, other employees are most likely feeling the same.
Virtual suggestion boxes aren’t just a fluffy practice. They’re vital to the workplace and employee feedback. If you aren’t listening to your employees, then you’re sending them out the door.