15 Considerate Ways New Hires Can Share Ideas For Improvement

Sharing ideas that could improve existing processes can be daunting for newly hired team members. A new hire’s ideas can showcase initiative and problem-solving skills if they are communicated well, but even the most well-intentioned critical perspectives and suggestions can potentially rub managers or teammates the wrong way if not delivered in a constructive, considerate manner that demonstrates respect.

Below, Forbes Coaches Council members share advice for introducing ideas for improvement to help new hires navigate this challenge and foster collaboration rather than friction. Read on for tips to get fresh ideas off the ground without disturbing or disrespecting existing foundations.

1. Align Your Idea With Company Goals

Every boss listens when an idea helps the company’s bottom line. Instead of presenting a personal preference, tie your suggestion to efficiency, cost savings or growth. Say, “I noticed an opportunity to save time by doing X—would that align with our priorities?” When framed in terms of business impact, your idea becomes a solution, not a disruption. - Wilson Luna, Wilson Luna

2. Acknowledge What Already Works

Acknowledge what’s already working in the workflow. This shows you understand the system and recognize those who built it. Then, position your idea as an improvement—not, “This isn’t working; let’s fix it,” but, “This got us this far, and this new approach takes us further.” Finally, highlight how it makes things better for your boss and co-workers and not just the organization. - Kelly Stine, The Leading Light Coach

3. Take A Collaborative Approach

Use a collaborative approach while also being respectful of the team’s expertise and the company’s existing strategies. At a team meeting, you might say, “I’ve noticed how effectively we handle X. I think we might see even better results with a small tweak. In my previous role, we implemented Y, which helped streamline our workflow significantly. Could we consider testing it here as a pilot?” - Tammy Homegardner, Linked Into Jobs

4. Make Sure You Have Context

As someone who works in the process improvement space, my advice is to allow a few weeks to go by first so you can ensure you have context. Next, prepare a formal statement including what you see as the weakness and the impact of this, and then make a recommendation. When you provide a statement that has substance, it is harder for others to object and opens the door to collaboration and communication. - Stefanie Ricchio, SRBC Inc.

5. Come From A Place Of Wonder

New hires bring amazing perspectives that can ruffle feathers by introducing change. If they are able to stay curious and frame improvement observations from a place of wonder, they can gain valuable insights into why things are done a certain way and, at the same time, see where changes may be possible. For example: “I wonder if…,” “What if we…,” “Would it be possible to….” - Kristy Busija, Next Conversation Consulting

6. Tie Suggested Outcomes To The Boss’s Goals

A new hire should be cognizant of the boss’s goals. Then, focus on the suggested outcome (workflow, process or productivity) and tie it to the boss’s goals. Building rapport with the team, asking questions and sharing suggestions are essential. The improvement becomes the team’s. - Katrina Burrus, Excellent Executive Coaching LLC

7. Know What The Culture And Norms Say

Culture and context are important for anyone starting a new position in a new organization. Does the organization onboard new employees with the invitation to share ideas and perspectives, regardless of the level of the position or length of time in the role? Learning the organization’s norms, both formal and informal, can determine the best way and timing to share the idea. - Susan Curtin, Insights4results, LLC

8. Combine Confidence With Humor

A recent client had great ideas to improve her department’s workflow, but when she pitched them to her boss, he was dismissive—maybe feeling a little threatened. I suggested she reframe her approach: “Hey, I’ve got a few ideas that could make us look like rock stars in front of the boss and streamline things for everyone!” Confidence with a dash of humor made it more collaborative and less threatening. - Laurie Sudbrink, Lead With GRIT

9. Consult With Legacy Employees

Before sharing the idea, study the group’s and the company’s structure to assess whether your idea is different and potentially adds value. Then, speak with legacy employees to discover the most effective ways of introducing new ideas. Entertain the idea with your immediate boss before approaching the executive team, as their support could be invaluable. Develop an implementation plan to support it. - Kathryn Lancioni, Presenting Perfection

10. Frame Your Idea As An Option

Share it wisely. Set a specific time to meet, frame your idea as an option, not an overhaul, and back it with proven results. Be humble yet confident—acknowledge you’re still learning the culture, but also that great ideas can come from fresh perspectives. Approach it as a collaborative improvement, not a critique, and you’ll gain buy-in, not resistance. - Leisse Wilcox, Leisse Wilcox Consulting Inc

11. Take Time To Understand Processes First

Listen before you suggest. Nobody likes a new hire who jumps in acting like they have all the answers. Instead, take time to understand why things are done a certain way, ask thoughtful questions and frame your idea as a collaboration, not a criticism. Build relationships first, show you respect the team’s experience and then share your insights in a way that invites discussion. - Veronica Angela, CONQUER EDGE, LLC

12. Offer To Test The Idea Yourself

Offer to test the idea yourself in a low-stakes way before suggesting broader changes. Say, “I’ve been thinking about a way to streamline X—would you be open to me running a small experiment on my end to see if it adds value?” This approach removes pressure, frames you as proactive and turns your idea into a contribution, making it easier for leadership and colleagues to engage in and support. - Alla Adam, Adam Impact Institute

13. Schedule A One-On-One For Feedback

A new hire can schedule a one-on-one with their manager to share their idea, outlining the current issue, proposed solution, benefits and potential concerns while expressing openness to feedback. Framing it as a collaboration shows initiative and respect for existing processes and team expertise, making it a constructive conversation rather than a critique. - Maryam Daryabegi, Innovation Bazar

14. Find Sponsors And Mentors

Get a sponsor for your great idea. That means you can create ideas and get them implemented by someone who has more experience at the company and can vouch for you. Although you don’t want credit to be taken from you, let others endorse your ideas, especially when you are in the early part of your career with the company. Nurture relationships and find mentors who want you to succeed, and pitch them first. - John M. O’Connor, Career Pro Inc.

15. Use The Principles Of SBI

New hires can use the principles of SBI (situation, behavior and impact) to provide constructive and solution-oriented feedback. By framing suggestions positively and describing the impact that benefits the team or organization, they will also be fostering a collaborative and open work environment. - Elisa Mallis, Center for Creative Leadership