Rolling Out A Successful Anonymous Employee Feedback Program

Are you looking to understand how to get a temperature check on your internal employees? Smart move. It’s no secret that employees in the workforce have many options and can be more selective about what they want to do, who they want to work for and where they want to work. Businesses around the world are scrambling to find ways to retain top talent and keep employees happy and fulfilled.

So what are proactive companies doing? They are launching Internal employee feedback programs to better understand how employees feel about their work and make improvements based on the feedback received. Companies are finding that what worked a few years ago is no longer effective today.

Here are some key steps on how to successfully launch your internal employee feedback initiative.

  1. Create a survey that YOU would want to take. Let’s be honest… survey participation can be hard and many employees decide to not share their feedback.  So be honest when creating/ testing yours and ask yourself, “would I be willing to take this survey regularly”? Focus not only on the survey questions, but also how you distribute the survey and make it available. Check out some tips if you need some idea.
  2. Provide anonymity. #Hardfact = Employees won’t be honest if they feel that constructive, negative feedback may be held against them. And you want candid feedback. Many companies are setting up physical Feedback Kiosks around the office to collect anonymous employee feedback in real-time. While these survey kiosks placement should be in high traffic areas, also offer a QR code option that they can simply scan from their cell phone and take the survey as an alternative.

Tips on Rolling out an Employee Feedback Program

  1. Capture sentiment quickly and efficiently: Employees should be able to complete their survey in less than 1 minute, with simple one click answers, conveniently located in high traffic areas.
  2. Provide anonymity: Employees won’t be honest if they feel that constructive, negative feedback may be held against them. 
  3. Short and Easy: First and foremost, keep surveys to 3-5 questions if you can. There is a direct correlation between # of questions to # of responses; the fewer the questions, the higher the response rates. Secondly, leverage emoji responses for quick answers. Your employees likely don’t want to have to think about their answers. If you ask them “How was your day today?” with emoji faces ranging from Terrific to Horrible, they are able to share their sentiment easily by simply clicking a smiley or frown instead of constructing a sentence answer.
  4. Customize the experience: Use conditional logic to only ask questions based on their previous response. For example, Question: “How was your work day today?”, Answer: Bad emoji. Follow up question: “What was the main reason for your bad day?”
  5. Get to the root cause: Leverage custom answer sets to get to the root cause so that your employees don’t have to type sentences. Following the example above, the custom answer sets may be: Leadership, My manager, Lack of work/life balance, Lack of resources available, Bad snacks in the break room, Friday lunches, etc. Plus, your team won’t have to read through long responses. Custom values can be tallied removing timely analysis for your team.

Anonymous Employee Feedback Tools

Here are two popular ways companies are capturing Anonymous Employee Feedback in the workplace.

iPad Survey App - Feedback Kiosk
QR Code Employee Feedback