Employee Suggestion Software
Gather candid feedback and re-engage your employees in the process
If you’re an HR manager, you already know the problem.
Employees have ideas. They also have concerns. But a lot of it never gets said out loud, because people worry about backlash, politics, or being labeled “difficult”.
That’s exactly what employee suggestion software is for.
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Suggestion Ox is an anonymous-first employee suggestion box platform that helps you collect feedback, respond safely, and turn submissions into action, without turning your inbox into chaos.
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With Suggestion Ox, HR and leaders listen, respond, act, and re-engage employees transparently, fostering trust and culture improvements through structured feedback loop
Trusted by leaders and HR professionals at more than 60,000 companies
The best employee suggestion platform
Suggestion Ox is built for a simple goal, get candid input you will not get in meetings.
It works well when the feedback is everyday and practical (process improvements, team friction, tool pain), and when it is sensitive (concerns people will not attach their name to).
How it works (in plain English)
Create a suggestion box for a specific topic, team, or location.
Share it where employees actually are, via link, embed, QR code, or in Slack and Teams.
Triage each submission as a case, assign it, tag it, track it, and move it to resolution.
Follow up anonymously when you need context, and publish selected updates when you want to close the loop.
Collect the best ideas and suggestions
A digital suggestion box is only useful if people actually use it.
Suggestion Ox makes it easy to share a form, and easy for employees to submit ideas quickly, even if they are deskless. Link, QR code, embed, done.
From there, you can:
- Capture ideas, concerns, and questions in one place
- Let employees vote and share ideas on a team-only page (useful when you want visibility without forcing identity)
- Publish selected updates so people can see momentum, not silence
This is the part most “suggestion boxes” miss.
Collecting feedback is step one. Showing progress is what keeps the system alive.
Get truly candid feedback through psychological safety
If your “employee suggestion box” feels like a trap, employees will treat it like one.
Suggestion Ox is designed to reduce that fear:
- No IP logging or device ID
- No personal data shown to admins
- Anonymity-first by default
For sensitive issues, there’s also an optional whistleblower hotline for phone, SMS, or web intake, with voice protection.
Quick note: compliance requirements and policies vary by platform and jurisdiction.
Treat tools as support for your process, not a legal guarantee, and involve your legal or compliance team when you need formal whistleblowing workflows.
Respond privately while protecting employee identity
Most suggestion programs fail at the same moment.
An employee submits something serious, and HR needs details, but asking follow-up questions risks exposing the person.
Suggestion Ox solves that with two-way anonymous conversations, so you can ask clarifying questions, share next steps, and keep the dialogue private.
This is where direct anonymous replies matter.
It turns a one-way digital suggestion box into an actual conversation, without breaking anonymity.
Why employees love Suggestion Ox for sharing suggestions and ideas
Employees participate when the experience is safe, fast, and respectful.
Here’s what tends to matter most:
Anonymity is the default
Employees do not have to “trust you”, the system is built to protect them
Multiple access paths
Link, QR code, embed, plus Slack and Teams distribution
Clear ownership
Each submission can be assigned and tracked as a case
Built for sensitive issues
Including an optional hotline channel when needed
Private two-way follow-up
Employees can clarify their input without revealing identity
Simple submission experience
Short forms beat complex workflows
How to choose employee suggestion software (quick checklist)
If you are evaluating employee suggestion software, we recommend to pressure-test it with questions like these:
1. What does “anonymous” actually mean?
Do they avoid IP logging and device IDs? Do admins see personal metadata?
2. Can you follow up safely?
A suggestion box for employees is not enough if you cannot ask clarifying questions without exposing someone.
3. Is there real workflow support?
Look for case handling, assignment, tagging, and resolution tracking, not just a list of submissions.
4. How do employees access it day to day?
Link, QR code, embed, and the channels people already use (Slack and Teams) matter more than fancy dashboards.
5. Can you close the loop?
Without visible updates, participation drops. The system should support sharing outcomes appropriately.
6. What is the plan for sensitive issues?
If you need a hotline-style path, check whether it exists, and how it’s handled operationally.
Common mistakes HR teams make with digital suggestion boxes
We see the same patterns over and over:
Launching without a response SLA: if employees wait weeks, the system dies.
Collecting feedback with no follow-up: one-way intake is where trust goes to die.
Treating everything like “ideas”: concerns, questions, and sensitive issues need different handling.
Over-promising: do not imply legal coverage or guaranteed outcomes, focus on process and safety.
Never publishing outcomes: you do not need to share everything, but you do need to show progress.
Employee Suggestion Software - FAQ
Yes. By default, no email, IP address, or personal metadata is captured. Anonymity is built-in from day one
They love us for a reason
Don’t just take our word for it, see and hear what our customers are saying.
“If you really want to take your business to the next level, you need a strategic mindset behind the service you give to customers, which is obviously provided by your people.”
Greg Crook
VP of Human Resources
“In the IMImobile world, each touchpoint is an opportunity to deliver rich, engaging, intuitive experiences where every interaction matters.”
J Patel
CEO, IMImobile
“Our patient-first focus drives everything we do, from improving clinical outcomes to reaching patients where and when they need us most.”
Jennifer George, MS, SHRM-CP
Manager, People Operations
Collect feedback and engage employees
We bridge the gap between leaders and employees with the help of anonymous and unfiltered feedback.
