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Most Employees Make Workplace Suggestions, Give Feedback

Despite concerns about non-involvement, most employees do offer ideas and suggestions on ways to improve the workplace.

There is encouraging news, in the form of a recent survey conducted by Right Management, the talent and career-management branch of Manpower.

The results support what company officials already; believed employees do care.

 A majority of nearly 400 employees surveyed say they make 20 or more suggestions each year, and 25% reported between 10 and 20 suggestions a year.

“There is a prevailing concern amongst senior leadership about disengaged employees during these turbulent times,” says Douglas Matthews, Right Management’s president and chief operating officer. “This quick poll shows employees seem to believe they are overflowing with good ideas, and employers would be wise to leverage such enthusiasm.”

In the survey, 54% of the 388 employees polled said they offered more than 20 suggestions a year; 25% said between 10 and 20; and 15% said fewer than 10. Only 6% said they don’t offer any suggestions in the workplace.

“Employees really want to be heard,” says Matthews. “We’ve found that it’s to an employer’s advantage to channel this enthusiasm and cultivate contributions from all levels of the organization that can make a real difference to the business.”

The survey, completed in the first quarter of 2011, confirms information Right Management gathered in a previous study.

In early 2010, Right Management found that women are more likely to make suggestions in the workplace than men, and older employees more likely than younger ones. In addition, salespeople and human-resources professionals are the most proactive in proposing solutions.

The previous study, which polled 600 working professionals, also showed that the rate of suggestions made by employees doesn’t vary by company size.

Deborah Schroeder-Saulnier, senior vice president of global solutions at Right Management, says many employees are willing to go the extra mile, but “there is little evidence that companies really listen to employee suggestions—or, more important, try to benefit from their perspective and enthusiasm.”

“We know from our research that two top drivers of employee engagement are feeling valued by senior leaders and having employee opinions count,” Schroeder-Saulnier says. “Listening to workers is especially important because more and more people want to feel they are playing an active part in what happens in the organization.”

For more information on Right Management, visit


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