Introduction:
In this company, there was a lack of importance given to the suggestions provided by the subordinates. However, in 2014, a change occurred when Mr. Lotus was appointed as the chief executive officer (CEO). This appointment brought about significant changes in the company's approach towards valuing and implementing suggestions from subordinates.

Importance of Subordinate Suggestions:
Under Mr. Lotus's leadership, the company recognized the value of involving subordinates in decision-making processes. This shift in mindset stemmed from the understanding that employees at all levels possess valuable insights and ideas that can contribute to the company's success. The CEO realized that by actively seeking and implementing their suggestions, the company could benefit from enhanced innovation, increased employee engagement, and improved overall performance.

Creating a Supportive Environment:
Mr. Lotus took several steps to create a supportive environment where subordinates felt comfortable and encouraged to share their suggestions. He fostered open communication channels, ensuring that employees could voice their ideas without fear of retribution or dismissal. By actively listening to their suggestions and acknowledging their contributions, Mr. Lotus motivated subordinates to actively participate in the decision-making process.

Implementing a Feedback System:
To ensure that suggestions were effectively captured and evaluated, the CEO implemented a robust feedback system. This system allowed subordinates to submit their ideas through various channels, such as suggestion boxes, online platforms, or direct communication with their supervisors. Mr. Lotus ensured that each suggestion received a prompt response, acknowledging its receipt and outlining the subsequent steps in the evaluation process.

Evaluating and Implementing Suggestions:
Under Mr. Lotus's leadership, the company established a dedicated team responsible for evaluating and implementing the suggestions received. This team consisted of representatives from different departments, ensuring a diverse perspective during the evaluation process. Suggestions were thoroughly assessed based on their feasibility, potential impact, and alignment with the company's goals and values.

Recognition and Rewards:
To further encourage subordinate participation, Mr. Lotus introduced a recognition and rewards program. Employees whose suggestions were successfully implemented were publicly acknowledged and rewarded, fostering a culture of innovation and continuous improvement. This recognition not only motivated subordinates to contribute further but also showcased the company's commitment to valuing their ideas.

Conclusion:
The appointment of Mr. Lotus as the CEO in 2014 brought about a significant change in the company's approach towards subordinate suggestions. Through creating a supportive environment, implementing a feedback system, evaluating and implementing suggestions, and providing recognition and rewards, the company successfully transformed its culture to one that values and embraces the contributions of its subordinates. This shift not only enhanced employee engagement but also led to improved overall performance and innovation within the company.