Why anonymous surveys don’t work:
- Understanding Results: Each employee has their own experience and context. Unless you collect more information like their division, group, age, and so on (in which case the survey is not completely anonymous as you’ll be able to guess who those employees are), you will not be able to understand why the feedback is the way it is. By knowing exactly who the employees are, you will get even more insight into the results. For example, are all millennial employees in the company feeling a certain way? This leads to the question – How anonymous are anonymous surveys really?. “It’s human nature to want to find out what people think about you, especially if it is negative,” said Deborah Roland, vice president of human resources at CareerArc.
- Follow-up: Once you know which employee has submitted certain feedback, you can follow up with additional questions if needed to understand the context better. For example, by digging deeper and extending the example above, you may realize that although both male and female millennial employees feel the same way, their needs might be different.
- Leadership Responsibility and Accountability: By knowing which segment of employees are having an issue, you can also assign leaders to address those situations and hold them accountable. This is not possible in a completely anonymous survey.
Getting to non-anonymous surveys
Download The Ultimate Guide to Planning Your Employee Experience Platform
To truly empower employees and optimize productivity, you need more than a communications tool. This guide frames the employee experience platform planning process and how to create the work environment your organization needs.