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Suggestion Box Form

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  • #52294

    Will Rushing
    Member

    Does anyone have an example that you can send me of a Suggestion Box Form?  I recently “took over” a Suggestion Box that collected nothing but dust.  I would like to use it as a method for employees to submit ideas for improvement and/or project ideas.  I could place these forms by the Suggestion box for employees to fill out and drop in.  If you have any examples or other additional ideas, please let me know!  Thanks.

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    #183836

    GB
    Participant

    Name/phone/email:
    Date:
    Area/function in question:
    Problem Statement: (The prob, data to prove it, impact)
    Proposed solution (in detail):

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    #183837

    Taylor
    Participant

    In addition to hbgb comment, Be sure to include a Check Box for Safety.
     

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    #183838

    Robert S
    Member

    Will, my guess is your Suggestion Box is not empty because you didn’t have the correct form. It is much more likely whoever was in charge of it was not responding properly.
    When you get suggestions consider them in a timely manner. If acceptable give feedback and recognition to the submitter at regularly scheduled times. If not acceptable have someone of authority talk directly with the submitter and discuss the reasons, in a positive manner, why the company chose to not proceed with the suggestion.
    People will put effort into something if they believe their work will be considered and they recognized. Good luck.

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    #183839

    Will Rushing
    Member

    The original location of the Suggestion Box was against a back wall in the break room.  Over time, a popcorn machine was placed in front of it.  However, you are correct, the box was not maintained properly.  It was originally designed to capture grips and suggestions.  I want to use it as a method to capture potential Six Sigma project and low-hanging fruit.  Since employees have limited time, the form has to be streamlined but yet concise.  Any recommendations would be appreciated.

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    #183842

    Mikel
    Member

    suggestion boxes are not trusted because management does not respond.

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    #183843

    Robert S
    Member

    Is that not what I just said is important? What’s your point?

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    #183846

    Jay Fedora
    Participant

    Will,
    I recently posted this as a reply to one of Sue’s blogs but thought it might point you in a slightly different direcdtion:
    Great reminder of one of the fundamentals of true Kaizen. I did some work with a plant manager at a Baldrige winning company in the late 90’s who was a master at taking care of the small things. He used to focus his teams on finding and tracking the small daily improvements. Instead of a suggestion system, he’d have them fix it (if it was at the job level without upstream or downstream implications) and then log it as an improvement. At it’s height he was generating something like 100 small improvements a year per employee which generated 25,000 improvements per year for his company. The teams used to refer to the fixes as “small rocks” based on a team member’s aha moment over a weekend when he realized he finally bent down and picked up a “small rock” that he had been mowing around all summer. Not much of a fix…but then again think of the effiiciency gained in mowing straight lines! Toyota, of course, is a master at this and claim something like 1,000,000 documented improvements a year. I hadn’t thought about the potential of small things for a long time until I read your blog. Thanks for the nudge to look again at all the small things that make my life more encumbered than it needs to be.
    By the way, he was great at railing against classic suggestion boxes and his system was classified as a Baldrige best practice and Toyota and NTT actually came to benchmark them.

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    #183849

    Mikel
    Member

    Suggestion boxes are a dumb idea.

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    #183850

    Robert S
    Member

    As usual, I was responding to the poster’s question wherein having a Suggestion Box was a given..

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    #183858

    Dennis Z
    Participant

    At Toyota in Kentucky their suggestion box is a hugh white board in each department stating the suggestion.  It also has a place for the area supervisor to sign and date.  They are required by the way to respond to the post within 24 hrs.

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    #183859

    Bill Fowlkes
    Participant

    Will,  The only successful suggestion box I ever saw was years ago when my company actually paid cash awards to good ideas.  A token award after an intial screening and then a substantial award, a % of profits, if the idea was adopted and generated measurable results after 1 year.
    As you can imagine it took a lot of effort to run such a system fairly and as business conditions deteriorated the rewards and support staff were reduced and the ideas dried up.  Toward the end, I can remember managers complaining about people who would rather drop an idea in the box looking for $$ rather than bringing up the ideas in a meeting or better yet, developing and championing and working the ideas themselves.
    So you see, Stan is right and for good reasons.  At best Suggestion Boxes are ineffective, at worst they lead to bad practices. 

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    #183864

    Jay Fedora
    Participant

    Managing the financial rewards aspect must really be a big deal.  I know the manager of the system I was referencing would only allow a weekly or monthly drawing for a token amount ($25 – $50) to emphasize the importance of participation not the magnitude of the suggestion. 
    I agree that the system must really be thought through but I’m not sure that Stan is right and that they are completely a bad idea.  I would sure want some way to capture the Voice of the Employee when it occurs to them besides at annual review time, in specific meeting settings or during an exit interview.

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    #183865

    Mikel
    Member

    I am sure Stan is right.Suggestion Boxes are the illusion of participation, people catch on
    real quick.

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    #183866

    Johncox
    Participant

    I really hate to be negative in general, but I embarked on creation of such a program some years ago. I thought it could be quite simple, but it turned into a bureaucratic boondoggle and failed within six months. (this was before my black belt training)  I now believe that the “small things” suggestion is the way to go. We have to create a culture both at the management level and at the operator level where the expectation is it’s part of your job to find improvements. Recognition can still occur, as it would with any process improvement success. But it needs to be built into every employee’s personal performance goals and measures.  Just don’t ask me how to do it, but I know others have done it and I continue to attempt emulation.

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    #183867

    Mikel
    Member

    It is a board, not a box and it’s a combination of culture and visual
    management.

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    #183868

    Taylor
    Participant

    Wrong
    We have a very successful Employee Suggestion Box in use, and some really good ideas and suggestions come from it. We manage it through feed back in both Safety meetings and employee round table discussions, and weekly review of KPI’s. The key is we have both management and employee participation on a regular interval basis. We have had this system in place for over two years and we continue to see good participation by all employees
    As smart as you are Stan, your opinion on this is way off.
     
     

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    #183870

    Robert S
    Member

    Wow, the success of Chad’s program is based in very similar concepts to those I expressed in my first post in this string. Can you imagine that Stan? And you told me I am irrelevant! To you perhaps.

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    #183871

    Roland
    Member

    We use a Kaizen suggestion form that I can Email to you. It includes name date department, log info, improvement proposal box, evaluation/implement boxes, routing box, criteria boxes and conclusion boxes, all on 81/2 by 11. It’s a great form we developed.

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    #183873

    Kluttz
    Member

    For what its worth, I think you’re all wrong.  And right.
    Workplace culture plays a big role in the success or failure of any process improvement program.  So just because the concept of a “suggestion box” may work in some form in one environment, that certainly doesn’t mean that we can just pick it up en masse and apply it somewhere else.  There are some places where the culture just won;t allow that the succeed.  It’ll just be a dumping ground for gripes and anatomically impossible suggestions as to what management should do with itself.  That doesn’t that process improvement ideas can’t be cultivated.  It just means that a suggestion box won’t work. 
    Union vs non-union.  Manufacturing vs transactional.  Financial services vs retail.  Detroit vs San Antonio.  These are all factors that impact the culture of a workplace.  Understand the culture and you’ll understand what you need to do to harvest the knowledge, wisdom and experience of the people working there. 

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    #183874

    Taylor
    Participant

    A suggestion box in any culture that fails is due to one thing and one thing only. Managements lack of commentment to communication…………..Period.
    Without communication one on one, the culture is irrelevant. And what that says to the employees is that management doesn’t care.
    I’ve seen from Chicago to Lubbock to Small town Nebraska, if you don’t communicate with your employee’s and supply feedback and committment to them then its your fault that the system failed and it will become nothing more than a gripe box.
     

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    #183877

    MrMHead
    Participant

    “It’ll just be a dumping ground for gripes and anatomically impossible suggestions as to what management should do with itself.”
    You mean they really don’t want the box moved to an area with less sun?   ;)

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    #183879

    Kluttz
    Member

    In psychology, there’s a concept called parataxic distortion – it’s the tainted perception of a person or idea due to a shared characteristic or trait.  For example, if you were married to a man who beat you whenever he drank, then you might tend to think that every man is going to smack you around after they toss a couple beers back. 
    The same principle applies to some workplaces.  If you try to post a suggestion box in a place where its been tried be a previous (ineffective) management regime, the workers there are going to associate that box with the deaf ears of the prior staff.  “Oh, here it goes again”, “they’re pretending to care about what we think again”, “let’s put salami in there and see how long it takes them to figure it out”.  You’ll spend more time and energy trying to overcome the perceptions of the workers there than you would if you developed a different methodology for getting those ideas.  I’ve worked in places where I would never ever ever put in a suggestion box.  That doesn’t mean there wasn’t communication.  It just meant that it wasn’t the best solution in that place and at that time. One size doesn’t fit all. 
    Its not simply a matter of communication.  On the contrary, if there’s adequate communication between management & operations (one-on-one or otherwise), why would you need a suggestion box in the first place?

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    #183880

    Robert S
    Member

    Ah-ha, now we’re getting to root cause…good post Union.

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    #183884

    Taylor
    Participant

    Union,
    To your point about physcological differences or even same traits, A suggestion box can be anonymous because some people will only speak their mind in that manner. Often gaining TRUST with employees is about doing the little things. Once a usually un open person can see a change as a result of something they input to the system, it becomes much easier for them be open about their ideas.
    In any culture you are going to have very outspoken employee’s and those who wish to merely do their job and go home. From my experience a suggestion box gives everyone a voice. Again its about managing people and participating. Those who don’t get it, never will.
     
    Other than that, I agree.
     
     

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    #183885

    Mikel
    Member

    No it’s right.If you need a suggestion box, something is way off track.

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    #183886

    Mikel
    Member

    Robert S., you comments have absolutely no value in that you have
    absolutely no experience.I respect Chad’s opinion, not yours. The culture we are striving for in Lean and/or Six Sigma is one of
    open, respectful, and continuous discussion of how to take hassle
    out of the process. By it’s very nature, a box is a batch process, not
    continuous.

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    #183887

    Robert S
    Member

    Yes, Stan, and some waste is not removable. The world is not and will never be perfect. Some queue is unavoidable, some movement is unavoidable and some batching is unavoidable…and can even be beneficial.
    PS: I have significant experience in managing businesses. All you have ever managed is your farm. Oh, and you’ve consulted…much different than managing.

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    #183888

    Furneaux
    Member

    THANKS so very much for all the great comments.  I should have elaborated more on the working climate and the overall environment.  I implemented a quality control slip program two years ago in which operators write down problems they encountered throughout the shift.  Please note, these problems were “small stones” but problems.  To date, we have received over 1,000 and a lot of these small stones have been removed.
    The success of the program provided the incentive for me to create a separate program in which employees submit ideas on potential improvements that could help them work smarter vice harder.  It’s another way to give the employees a voice in the process.
    I have also created a couple of employee teams that are tackling various problems and so far they have been very successful.  An interesting thing to note…I had one employee who was handpicked to be on one of these employee teams.  After the first meeting, he quit.  His rationale wasn’t rational.  He did state he would continue filling out the quality control slips when he saw problems.  Maybe he feels comfortable doing that vice participating in a team.
    Bottomline:  I truly enjoy the lively discussion…even Stan’s comments.  I am a firm believer in providing as many forums as possible in extracting the voice of the employee.  They are the technical experts.  Due to their background, education, and previous experiences, they vary greatly on how they want to communicate to management.  Some choose not to communicate at all…they want to go to work, do their job, get paid, and go home.  As a Process Improvement Person (whatever nomenclature you want to give it), it is my responsibility to engrain process improvement at my work.  It is my responsibility to teach managemenet how to react to, respond to, and act on the voice of the employee.  I just might work myself out of a job but that’s okay…I’ll find another.
    So…any additional ideas on what my form should look like?  What should I call my Suggestion Box?  No, Stan, I won’t call it “dumb.”

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    #183889

    Will Rushing
    Member

    THANKS so very much for all the great comments.  I should have elaborated more on the working climate and the overall environment.  I implemented a quality control slip program two years ago in which operators write down problems they encountered throughout the shift.  Please note, these problems were “small stones” but problems.  To date, we have received over 1,000 and a lot of these small stones have been removed.
    The success of the program provided the incentive for me to create a separate program in which employees submit ideas on potential improvements that could help them work smarter vice harder.  It’s another way to give the employees a voice in the process.
    I have also created a couple of employee teams that are tackling various problems and so far they have been very successful.  An interesting thing to note…I had one employee who was handpicked to be on one of these employee teams.  After the first meeting, he quit.  His rationale wasn’t rational.  He did state he would continue filling out the quality control slips when he saw problems.  Maybe he feels comfortable doing that vice participating in a team.
    Bottomline:  I truly enjoy the lively discussion…even Stan’s comments.  I am a firm believer in providing as many forums as possible in extracting the voice of the employee.  They are the technical experts.  Due to their background, education, and previous experiences, they vary greatly on how they want to communicate to management.  Some choose not to communicate at all…they want to go to work, do their job, get paid, and go home.  As a Process Improvement Person (whatever nomenclature you want to give it), it is my responsibility to engrain process improvement at my work.  It is my responsibility to teach managemenet how to react to, respond to, and act on the voice of the employee.  I just might work myself out of a job but that’s okay…I’ll find another.
    So…any additional ideas on what my form should look like?  What should I call my Suggestion Box?  No, Stan, I won’t call it “dumb.”

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    #183890

    Taylor
    Participant

    Stan,
    Maybe I shoud not have said  wrong and said like this. I agee that its a Muda Process and can be refined. My points are strictly to the failure of the Suggestion Box Process. If you have one, you have to manage it and your people by very open communication and feedback. I personally dislike Suggestion Boxes for all the reasons that they are bad, in same breath I embrace the gems that come 1 out of 20 or 1 out of 100 suggestions.
    For us its the system that upper management chose and we have to do it correctly because if your going to do it, do it right. I have seen everything under the sun come out of these boxes, and you have to have rules for using them, they cannot become a tattle tale box.
     For me its simple, check the box weekly, reply to those suggestions with comments and plan further discussion on the ones you can, and throw the bs out.
    I will say this, and it makes your point valid, the more communication you have with your employee’s in tool box meetings, safety meetings, etc, less communication comes out of the suggestion box, so if nothing else, it can be a tool to measure how effective management is communicating if you gage it that way. Maybe BS but seems valid from the 10000 foot level.
     

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    #183891

    Robert S
    Member

    That’s too funny Will.
    “I truly enjoy the lively discussion…even Stan’s comments.”
    I get the implication of the value of Stan’s comments.

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    #183892

    Mikel
    Member

    Thanks for elaborating. I agree.

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    #183893

    Mikel
    Member

    I did not seem to note that anyone said yours was of any value at all.
    Could be because it’w not.

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    #183894

    Mikel
    Member

    I would call it the illusion of commnication and involvement.

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    #183895

    Jay Fedora
    Participant

    I just dug up my notes on their system.  I do agree with the comments that whatever system you put in place should be tailored to your culture.  But a little benchmarking / review of best practices never hurt anyone.  One thing good about this system is that it has a mini-DMAIC project charter feel to it.
    They called them CIPs for Continuous Improvement Program.  They were used primarily for work that could be done at the operator level, but larger ideas were put into a project hopper for potential team projects.
    The CIP form was used by all employees to document CIP suggestions.  The CIP form was the first step in the Submission process and was passed to an immediate supervisor for approval.
    The CIP Form was used to
    1) Document employees’ suggestions on an existing situation.
    2) Document a proposed solution which can be implemented in the next period.
    3) Estimate the level of effort associated for the proposed solution.
    4) Categorize the type of CIP being submitted.
    5) Communicate supervisor comments and document his / her approval.
    6) Use as a resource for inputting into CIP tracking and reporting system.
    Fields on the form included:
    Name, Employee #, Department, Date
    CIP type (check one) Safety, Type 1, Type 2, Type 3
    Description of Situation / Opportunity
    Proposed Solution: Steps (1-4), Task, Est. Hrs.
    Supervisor Comments:  Approval, Date, Estimated Savings

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    #183896

    bigd
    Participant

    Jay,
    Thanks for the great post, this has given me a nudge to remember all (most !) of the things I have learnt over the years.
    I have gained specific knowledge from several contributors on this Forum ( yes, even Stan, Fake Stan, et al ).
    One overiding thought…as we ask others to look at what/how/why they do things, we also need to challenge ourselves likewise.
    I’m not too proud to say I’m still learning.
    D

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    #183897

    Mikel
    Member

    Stupid! Why aren’t the workers empowered to make changes? Why aren’t the
    supervisors and their managers measured on improvement?Train your employees in simple problem solving. Give them relevant
    data and time (40 to 60 minutes per week). Measure all in management on improvement rate. Change the job of the supervisor
    to mentor / coach.

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    #183898

    Jay Fedora
    Participant

    I do not understand your attitude.  Under what rubric is “Stupid” constructive. 
    First off, the form worked.  ie it’s a way to focus the effort and teach the employees simple problem solving.
    Second it was used to help “change the job of the supervisor” so that they too could learn how to work with operators in a mentoring / coaching role.
    Third, it’s a great example of the difference between a line manager who creates an environment to practice and  a consultant who tries to “talk / teach” it in.
    Will wanted a name for his new program.  I suggest he name them STANs. 
     

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    #183899

    Mikel
    Member

    Jay,I don’t do “rubics”. The form worked – what does that mean? How are you teaching
    problem solving when you fill out a form and some offline person
    reviews it, accepts or rejects it, and gets a supervisor to accept or
    reject it?You teach people problem solving when you actually teach them
    and then expect them to use it.You changed the job of the supervisor by getting them to accept or
    reject a change? I can see it now, “hi Joe I rejected your suggestion
    and I am here to coach and mentor you”.And Jay, I’ve spent more time on the line and seen more real
    change than you have even dreamed about so far.STANs would be a great name, but I like The Illusion of
    Communication and Involvement better.And my attitude? Your recommendation is stuck in the 1950’s.
    What you have done might well be better than what you had, but
    it’s not good. Bad advice always gets my goat.

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    #183900

    Mikel
    Member

    Oh my, Jay.You took a shot at me for being a consultant and you are a consultant that doesn’t even know a good solution.Keep up the good work, it creates the opportunity for real consultants to come clean up the mess.http://www.linkedin.com/ppl/webprofile? action=vmi&id=3441133&pvs=pp&authToken=pXTn&authType=n ame&trk=ppro_viewmore&lnk=vw_pprofile

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    #183901

    Robert S
    Member

    Let’s complete the circle here. Stan, of course, is an alias used by this guy. However he takes it to an entirely different level. Tell me who else would build a LinkedIn profile based on a alias he uses in a chat forum.
    http://www.linkedin.com/profile?viewProfile=&key=16359965&authToken=tYc6&authType=NAME_SEARCH&locale=en_US&srchindex=1&pvs=ps&goback=%2Epsr_*1_Stan+Mikel_*1_*1_*1_*1_*1_*1_*1_*1_Y_us_85255_*1_*1_*2_*2_*2_Y_Y_*1_Relevance
    Get some help Stan, you have issues.

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    #183902

    Mikel
    Member

    Good point Brandon Les Don R – I probably do have too much time on
    my hands, maybe I should get a real job.You should see my online avatars – I am Hulk Hogan and I have two
    chihuahuas. One is named Greg and the other is named Robert S.At least my advice is sound and based on experience even if I do
    choose to live in this online lala land.

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    #183903

    Jay Fedora
    Participant

    Stan,
    I apologize.  I wasn’t taking a shot at you for being a consultant.  I didn’t even know you were one.  I was aware that I was taking a shot at some of the limitations of our profession.
    The point I was trying to make is that this is the type of system a line manager might implement that would never be a big enough engagement for a consultant to develop and implement.  
    I personally think these employee level systems have value.  The plant manager of this facility believed that the number of safety suggestions implemented were well correlated with the reduction in workmen’s compensation over a three year period.  I doubt that he ran a regression analysis.  
    It wasn’t my system, I just thought that some of the design concepts  addressed Will’s query regarding sample suggestion system forms.
     
     

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    #183904

    Robert S
    Member

    OK, you don’t like me, fine. But don’t put me in a class with Greg. That’s low.

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    #183909

    Mikel
    Member

    You’ve got me on that one. That was low even for me. I apologize but don’t let it go to your head.

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    #183957

    Furneaux
    Member

    Thanks again for all the inputs.  I do wish, however, that the bickering and name calling wouldn’t take place in this forum.  I do enjoy healthy debate but when it gets personal, all potential value is lost.  Please know that A LOT of people read these posts.  Many of them, like me, are trying to get more educated in the various disciplines we are involved in.  I don’t want people to think we aren’t professional.
    Just my thoughts.  No need for additional inputs.  Thanks, however, for the inputs I did receive.

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    #184121

    Rebecca McNeely
    Participant

    I am in the process of developing a form. I would love to see what you have come up with. please e-mail to me @ [email protected].
    Thanks,
    Becky

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    #184128

    MBBinWI
    Participant

    Stan:  We all understand your position on the topic.  Can you give it a rest?  Talk about muda – every post that you make on this topic that regurgitates your already fully elaborated position just wastes another 20 sec’s of my time as I select to go to the next post. 
    Please, make your point, then drop it.  If there is additional elaboration that expands the topic constructively, you are welcome to add it.  But PLEASE stop wasting my time.

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    #184129

    MBBinWI
    Participant

    Here, here and other assorted whoops and hollars!!!!!

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    #184173

    Schuette
    Participant

    Roland:
    Your 8 1/2 by 11 form sounds very interesting and usable. Would you please e-mail a copy? Our company is really hurting and our original Idea Box concept is an abysmal failure. I’m trying to pump some life in it before it is too late. Thanks.

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    #184174

    MBBinWI
    Participant

    Jim:  To save you some embarrassment, you didn’t include an e-mail address.  Some on this board are going to rip you up for such a simple mistake.

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    #184176

    Mikel
    Member

    It’s already too late.

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    #184177

    Mikel
    Member

    MBBn’Cheese,
    Two points –
    1) No one can waste your time but you.
    2) Did you get the dufus award yesterday for responding to a 10 day old post and whining about wasting time? By definition, reading 10 day old posts is wasting time – especially if written by me. Must have been a slow day in Milwaukee – it’s lovely this time of year, you should have taken a walk down to the soup place instead. They have lovely soup.

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    #184179

    MBBinWI
    Participant

    Since you’re posting to me, here are my counterpoints –
    1) Other people often waste my time, you often do with your useless sniping.  Sometimes, you actually have something useful to say, the other 80% of the time it is useless sniping.  If this board used a better technology, there would be a preview of the thread postings or I could block you.  Unfortunately, that is not the case, so as I traverse the thread (I often go back to the beginning so that I get the full context before I post and try not to rehash what has already been discussed – a strategy which you might consider) and when I come across something that I think can be addressed that hasn’t been, I do so.
    2) Since you seem to think you know who I am, or at least where I work (or rather used to work), why don’t you contact me directly?  That way, I wouldn’t have to waste a post that nobody else is going to get any value out of here.
    3) There are some who look to this forum for real help.   Some are misguided or trying to get a quick answer to a homework/cert question and it is appropriate to set them straight.  However, you often go off on personal attacks or just useless snipes at others.  Nobody needs it.

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    #184183

    Taylor
    Participant

    After 15 days of talking about suggestion forms I don’t think anyone cares. I know I dont
    CHEERS its Five O’Clock Friday

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    #184188

    Mikel
    Member

    MBBn’Cheese,1) You are a big boy, you have the opportunity to not read anything
    by me. Take responsibility for yourself. Just because you live in a
    socialist state doesn’t mean you can’t take responsibility for
    yourself. I don’t choose to consider the strategy you offered, but
    thanks for offering.2) The soup place is good, isn’t it? I don’t know your email
    address, but you should consider it a positive you don’t work there
    anymore. A recluse for a CEO is not a good umbrella for a good
    change agent, which I believe you are.3) I help those that come looking for help if they have invested in
    their questions before coming here. On this particular topic, it is
    well documented that suggestion boxes and a change culture have
    nothing to do with one another. Why would I tell anyone something
    different?Cheers and there is some really interesting consulting work in the
    midwest if you are interested.

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    #184189

    MBBinWI
    Participant

    add @comcast.net to my name and send me a direct e-mail.

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    #184193

    mcintosh
    Participant

    The company i  work for has an internal email address system ,so we added an ideas link so that people send their ideas to it and every two weeks i lead a team of employees who look at whats been sent and evaluate them . we also have a box in the canteen for staff who dont have access to emails to fill in forms .this is working well at the moment and its fair to say that after we added small cash incentives the ideas started rolling in. this snt the answer to everybodys problem but it suits us for now.

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    #184194

    Jason Blair
    Participant

    MBB, I agree with you about that Stan guy. We have pesky people
    like him come into our organization and try to change us. We fire
    people like him.We have a great suggestion box system. We tried all of that trendy
    stuff like Lean and TQM that suggested we train everyone and talk
    to them like they know as mush as us. We decided it was not for us.
    People all the time bringing ideas to the engineers when they made
    their daily trips to the floor, we did not have time to do our job.
    People started expecting their supervisors to give them
    information.So we now have several boxes and an email address. We gather all
    the management folks that have time and evaluate the suggestions
    once a month. Most are trash and we get a good laugh. As the
    months have gone by, the number has dropped and we can knock
    it off in an hour or so. People have stopped pestering the
    engineers and supervisor. We now have more time to do our work which is good as our
    margins have eroded as a result of the union workforce in this
    country and our liberal immigration policies.

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