American workers know inefficiency when they see it – and nearly seven in 10 are experiencing it, according to new research from Eagle Hill Consulting. But those workers aren’t just pointing out problems; they also have ideas for improvement.
“Efficiency is the backbone of a high-performing organization, yet many workers report inefficiency in their day-to-day work,” said Melissa Jezior, the president and CEO of Eagle Hill Consulting. “Efficiency in organizations is crucial because it maximizes productivity, reduces costs and creates a better customer and employee experience. Ultimately, efficiency is a competitive advantage because organizations that operate efficiently can adapt quickly, offer better prices, and outperform.”
Among the findings, 56% of workers say their organization doesn’t incentivize them to find ways to be more efficient, 44% say their organization doesn’t support employee initiatives to improve efficiency, and 41% say their organization rarely or never seeks their ideas to make improvements. Additionally, only 38% say their organization has a clearly outlined process for submitting ideas. These findings, released on March 3, 2025, by Eagle Hill Consulting, are based on responses from 1,375 workers in a random sample across the U.S., conducted Jan. 16-22, 2025.
Workers can be a veritable gold mine when it comes to suggesting innovative ways to improve efficiency, to get the work flow humming like a well-oiled machine. But the key is to encourage the exchange of ideas and engage them to talk freely; and if there is no structure in place to have out-of-the-box brainstorming sessions, open door policies or incentives to come up with ideas that improve workplace function, then that should be the goal, according to the research.
“Employee ideas are crucial to an organization’s vitality. Frontline employees, being closest to daily operations, offer unique insights that can significantly enhance operational efficiency. While management often spearheads changes, they may miss the practical nuances only staff on the ground can address. Embracing and evaluating all employee ideas is essential. Although not every idea will be immediately viable, sifting through them allows organizations to uncover hidden gems or best practices to drive innovation.”
“By incorporating a systematic way to gather and evaluate employee feedback, organizations can create an efficient triage process that not only filters out impractical suggestions, but also fosters a culture of possibility. Over time, this environment cultivates better ideas and a culture geared towards improvement—ultimately contributing to a more dynamic, effective, and sustainable organization.”
The survey suggest using unconventional methods to engage workers, stuff like hackathons, friendly idea competitions, and formal cross-departmental collaboration sessions. Developing structures to submit and evaluate ideas are critical to the process, and those ideas should be evaluated from the perspective of how it could potentially generate Return On Investment. There should be a clear understanding of why some ideas were chosen and why other were tabled. And there should be a clear path to follow through on promising ideas. Leaders should show their commitment to top ideas by being transparent with workers about the evaluation methods and implementation process, according to the survey.
Per Indeed, a leading global job search and hiring platform, there are numerous detrimental consequences of inefficiency. “Inefficient processes can have many effects on businesses, their employees and their clients. They ultimately slow down production, which can decrease morale, lower profits and decrease client satisfaction. When your processes at work are inefficient, you also have fewer opportunities to innovate and make progress in your own career. It’s important to address inefficiencies as quickly as possible to optimize your happiness and potential at work.”
There are also numerous warning signs, including but not limited to; frequent miscommunication, difficulties finding information, out-of-date technology, high turnover and extensive time on tedious tasks.
“You can determine if an organization has inefficient systems by paying attention to how employees spend their time. When people spend an extensive amount of time on tedious manual tasks, it’s likely that the business has inefficient procedures in place and there may be a better way to accomplish those same duties. Although some manual tasks don’t have an automated equivalent, you can strategize to find more efficient replacements for many repetitive duties that people complete by hand.”
“If people on your team spend a significant amount of their day doing tedious, repetitive work, ask them if they have any ideas about better ways to complete their work. It’s likely that they may have strategies for possible methods to improve their workflow and save time, so asking them directly is a good way to resolve this particular problem.”
It is not clear what effect the sentiment among U.S. workers has on their choice to stay at their jobs, but having to plod along at a job that is not rewarding, where supervisors are not receptive to new ideas, likely makes it much easier for an employee to jump ship when presented with an opportunity to go elsewhere.
According to the U.S. Chamber of Commerce, the number of U.S. workers quitting their jobs remains high. The COVID-19 Pandemic pushed many people into re-evaluating their careers and shifting to other opportunities. While that spike has stabilized, there are still millions of Americans deciding to leave their jobs.
In December 2024, 3.2 million people quit. But, while the national quit rate is at 2.0%, the national hiring rate is at 3.4%, which indicates a “Great Reshuffle” rather than just a “Great Resignation” that has often been portrayed in media.
