How to Use Anonymous Employee Feedback Received Via CU Suggestions? |
Posted: January 17, 2018 |
Many organizations have downloaded ‘CU Suggestions’ & have been repeatedly asking for an in-depth write up on how they can utilize the feedback they have received. According to them, if they don’t even know which employee gave the feedback, how can they act on it? We obviously received many more questions like these which is why we felt the need to write an article on it here. To start things off, it doesn’t matter whether the feedback is anonymous or not, what matters is whether the concerning feedback is genuine or not and that steps are taken to resolve any issues arising out of it for the organization. Just think it from the point of view, whether, who gave the feedback really matters or the actionable data that you get from such a feedback to improve your organization. The reason why employees are given complete anonymity through ‘CU Suggestions’ is to allow them to be more open and honest in their feedbacks. Secondly, it is also believed by some that anonymous feedback is encouraging unnecessary and made up complaints without providing any genuine concern in the process. The solution to this problem would be to create an average of the complaints that you are receiving of similar nature. That is, in fact, the statistical data that you will be gathering for taking action upon. Create a threshold line such that if the complaints regarding a particular subject exceed that threshold, you will consider that as a genuine concern. Getting overloaded with feedbacks and complaints doesn’t matter as long as you are getting valuable insights on what’s going on inside your organization. We can all agree with one thing though that employee feedback is very crucial and understanding the importance of taking employee feedback is the first step towards adding value to your team. Actually, the roots of all these questions lies, not in, whether there should be anonymous employee feedback or not, but whether your company has a culture of digesting honest feedback or not. All of us have deep down discussed this aspect before accepting feedback app into our organization which is why CU Suggestions is receiving a tremendous amount of downloads since its launch. We have all thought about how the concept of feedback will lose its transparent and honest aspect once the anonymity aspect is removed from the equation. Third problem, everyone is talking about “what if our company culture is already promoting honesty and transparency, so why would we need anonymity?”. I say, “Why Not Anonymity?” Anonymity will further promote transparency in feedbacks. This will 100% assure the employees that there is no punishment for being honest in your organization. And there is always this option of employees going up to the HR or their department head to talk to them directly if your company culture is that good. See, anonymity is not a bad approach towards taking feedbacks, in fact an organization should be flexible with any approach that works for them. Anonymity is a great option. But, remember this, while you being a company HR or manager you would like to know who provided a particular feedback, the employees are wondering whether or not their feedback holds any value in your eyes, anonymous or not.
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