# Workplace Surgery: The anonymous suggestion box shenanigans

- **Episode:** [150](https://agents.truthliesandwork.com/episodes/150.md) (2024-12-03)
- **Type:** workplace-surgery
- **Tags:** suggestion-box, workplace-humor, employee-engagement
- **Time:** 46:34–52:05 (start 2794s)
- **Listen:** [https://truthliesandwork.com/150?t=2794](https://truthliesandwork.com/150?t=2794)

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[46:34] Leanne Elliott: I think you should address it head-on with some humor. Here's what I'd do, right? I would get a small ball pit and put it in the break room. I would get a couple of space hoppers and put it at the desk that you suspect these people were suggesting to come through, or just pick a couple and say, we're trying this out, let me know what you think. Because I think the thing is, is that what that will actually demonstrate is that you're gonna take the feedback seriously and implement it if it's sensible to do so. And of course, this is a silly example, but it shows that actually this isn't just feedback for the sake of feedback. Your intention as the business owner is to action it and implement these changes. And that might be a really nice, funny, lighthearted way of going, I'm serious, if you give me the feedback, I will, I will make changes, I will implement changes, but I need this feedback. The other thing, being honest, is a channel for feedback, having an old-school suggestion box. Now, you didn't say whether it's actually a physical one or an email suggestion box. It's, it's very broad and it's very open to interpretation, as we've seen. Um, so it's one of those things where it's like, if somebody goes, um, is there anything I can do for you? You go, no, I'm all right, thanks
[47:41] Al Elliott: Yeah
[47:41] Leanne Elliott: If someone goes, would you like a cup of tea? You'll go, oh yeah, I would, thanks. Actually, can I have coffee? Like an infinite number of, do you know what I mean, feedback options often leads us to, oh, I don't— yeah, no, I'm fine, everything's fine. Whereas you're like, if— are you satisfied with the split of your time in work and your time at home? It's a very yes or no answer. It's a very binary answer
[48:01] Al Elliott: And just to be clear, that's a good question where you have—
[48:04] Leanne Elliott: Yeah, because you want to force people into a choice
[48:07] Al Elliott: Yeah
[48:08] Leanne Elliott: Whether that be a yes or a no, or a, what we call a Likert scale, 5 to 1, strongly agree, strongly disagree, because it forces people to make a choice of opinion either way. And that's really the data that's gonna give us some ideas. So it might be that people aren't overly unhappy with the lunch cooking facilities, but actually nobody is a 5 out of 5, everyone's around a 2 to 3, like no one thinks it's awful, but it's not great. But they might not moan about it, but it's going to give you those insights. Again, a silly example, because actually what you probably want to be talking about in your feedback is relationships and going on in the organization, how connected people feel to their work, how manageable their workloads are. Do they have the equipment and resources that they need to do their job effectively? Do they feel able to separate work and home life? Do they have those rest and recovery activities in place? These are all the lovely things you want to do to create a great culture, to improve engagement. And to nurture well-being. So I think fundamentally, heart's in the right place
[49:08] Al Elliott: Suggestion box in the wrong place
[49:10] Leanne Elliott: Suggestion box is in the wrong place. Um, but what is lovely is you've got the relationships, the banter, um, and that seeming camaraderie and openness to, um, you know, to poke a little bit of fun because your people are probably thinking the same thing, you know, right idea, wrong execution. So I would, I would embrace it. Do something silly. Pull everyone together in a meeting. Get some space hoppers so those who want to can sit on them. Um, and just kind of make the point, I'm serious about this. I'm serious about if you make suggestions that, um, I will, um, take some, some action. That said, I appreciate it was a very, you know, broad way of doing that. This is what I'm going to do moving forward. I'm going to call Leanne. She's going to come and do the RX-7. We'll have all the data we need to create an awesome workplace where people thrive, our customers think we're ace, and we make a shit ton of money
[50:01] Al Elliott: Lovely. Yes, you should do that. Do all those things. Do call Leanne, and then all those things will happen. The fact is that the feedback you're getting so far on a generic scale is that, um, is that the feedback box isn't right for feedback
[50:13] Leanne Elliott: Yes
[50:14] Al Elliott: But, um, they care enough to give you feedback, which is cool
[50:17] Leanne Elliott: Yeah. And they've also got some creativity and innovation in your team, haven't you? Imagine if you can channel that in other ways that you know, they're going to support the business and the people in it. I think you've actually got the makings of a really great, cool, fun workplace
[50:32] Al Elliott: Okay, I think that's all for today. Um, if you have a question you'd like me to put to Leanne, then check the show notes. There's ways to get in touch. Um, we're back next Tuesday with another edition of This Week in Work. And of course, this and almost every Thursday, we bring you a great interview with cool guests who have real stories about building amazing workplace culture. Which is just— I say almost because over Christmas, uh, like Christmas Day and New Year's Day, it's very slightly differently different. But there'll still be guests, but it's not just one guest. There you go, a bit of a teaser for you
[50:58] Leanne Elliott: Until then, make sure you have subscribed to the show, whatever platform you get your podcasts on. And if you really want to support us, consider leaving a review maybe, or posting on LinkedIn about how awesome we are
[51:10] Al Elliott: All right, that's all for now. Say goodbye, Leanne
[51:12] Leanne Elliott: Goodbye, Leanne
[51:13] Al Elliott: Bye guys, bye
[51:22] Leanne Elliott: Hello and welcome to Truth, Lies and Work, the audio destination for business professionals
[51:27] Al Elliott: Yeah, to be fair, you've only done it 151 times. Health and mental health. Have I got that right, Lee?
[51:36] Leanne Elliott: Yeah
[51:37] Al Elliott: That all you got to say about it?
[51:38] Leanne Elliott: I thought you had more to say
[51:40] Al Elliott: I had no more to say
[51:41] Leanne Elliott: I was just checking in
[51:42] Al Elliott: Sorry, should we just do that little bit again?
[51:46] Leanne Elliott: Sorry, you weren't interested? No, I don't know. I'm sorry
[51:50] Al Elliott: Um, should. Seamless. Absolutely seamless. We should have had a discussion about this before. All right, we'll go. We'll leave you alone. I don't know why I said that. It's a bit creepy