The 3 Flaws of Anonymous Feedback
“Anonymity is not real-life.” AnonymousOkay, I couldn’t resist. That quote is not anonymous. It is what I have found to be true in my real-life. Too often I’ve heard companies tout, “We conduct a yearly online survey so our employees can tell us what they really think. Since their feedback remains anonymous, they’re more prone to speak their truth.”
At first glance, this concept seems to make perfect sense. Look again. There are 3 inherent defects with this rationale:
It’s Unnatural: Anonymity is not real-life. Where else do we ask for honest feedback while providers remain veiled behind technology? Do we utilize this method with our families, friends, or neighbors? No. Those important relationships involve people-to-people interaction, a simple and timeless concept.
It Leads to Guessing: When reviewing data from online feedback the receiver often resorts to guessing. Lacking dialogue and clarifying questions, the best a recipient can do is imagine what the provider really meant which devalues feedback usefulness.
It Limits Relationship Building: Providing or receiving important information without the benefit of meaningful conversation can deteriorate trust. People attain mutual understanding from words, tone, facial expression, and body language. Communication restricted to written words or phrases limits the opportunity to strengthen relationships and deepen trust.
Employee engagement doesn’t occur through anonymity—it requires getting personal. Providing and receiving performance feedback makes its greatest impact when accompanied by a strong and trusting relationship. Strong and trusting relationships emphasize ongoing face-to-face conversations. Resist the counterfeit safety of anonymity and have the courage to truly be known and accountable.
Are you brave enough to ask your employees what they think face to face?
Chapter nine of my book, Your Employees Have Quit—They Just Haven’t Left showcases the importance of creating a company culture where candid feedback presides.