The problem with anonymity
Have you ever emailed a link to your friend so they can answer a few questions about how your relationship is going?
Do you expect your child to take an online survey to clarify the effectiveness of your parenting skills?
Then why do we take this route at work?
We’ve been told that providing people anonymity gives them the confidence to speak their minds.
In reality, what’s intended to build trust actually impedes it.
Anonymous surveys leave employees feeling suspicious and distant.
It’s not that surveys are bad…they’re just not the answer to developing a culture of honest and candid feedback.
Feedback is meant to be given and received human-to-human.
It provides respect to the giver and clarity for the receiver.
Here’s how you can really find out what people are thinking and feeling about your workplace:
Schedule one-on-one conversations (in-person or virtual video) with key people on your team. Let them know you’d like to gain their unique perspective into your culture. Then, ask these questions:
Regarding our culture, what’s going well?
Where are we getting stuck?
If you could do anything to improve our culture, what would you do?
Your job is to listen, take notes, and listen some more.
Resist the counterfeit safety of cultural anonymity.
Give people what they long for…to be seen and heard.