Why anonymous employee feedback is the better alternative

几乎每个经理都会告诉您他们重视员工的反馈。该过程本身被视为项目管理和创新的重要工具。

However, their enthusiasm may quickly fade if you inquire further into how often they employ this process, what the best way to manage it is or how they use the results of that feedback.

Let’s take a look at some of the most relevant issues in managing employee feedback, including what type of feedback is best: anonymous or non-anonymous.

每个人都喜欢反馈。或者他们呢?

这是事实:反馈是每个团队努力的重要过程。公司意识到其重要性,不断倡导员工反馈在其进步作为企业和公司文化中的相关性。

如果我要将反馈视为等式的一部分,我认为它会看起来像这样:

Employee * (Management + Feedback) = EmployeeDevelopment + BusinessImprovement

You’ll notice that there are no negatives in this equation. Everyone should benefit from it. Feedback should be our favorite process. But I don’t think reality supports this logic.

Instead, another fact that is also common-knowledge but that is seldomly mentioned is the mental block that we experience when we’re in a situation of giving employee feedback. That internal struggle that we go through every time we’re in the position of analyzing and commenting on someone’s actions.

精神障碍给予反馈

害怕被判断

我们希望人们喜欢我们,而不仅仅是我们的个人生活,而且在我们的专业生活中也是如此。似乎也很重要,因为我们的主管喜欢我们,因为他拥有对我们的职业和财务安全的权力。因此,如果我们的经理不喜欢我们,我们仍然存在持续的焦虑状态。

对于那些有很高的期望selves it’s even more difficult to get over this mental block and speak their mind without the fear of being too vulnerable.

我们的Photoshop社会也通过制作和促进在线和离线的完整标准来促进这种焦虑。

害怕失去你的工作

这是一种自我保护的形式,弃权说出可能被视为权威地位的人。他/她毕竟是经理。如果我对那种情况的看法将被视为冒犯的话怎么办?这让我解雇了,所以我最好不要闭嘴。

For some, this is a legitimate anxiety supported by a commanding manager who might have even threatened to use his/her authority to get people hired or hired.

Yet, in many cases, the manager is just a normal person whose thoughts and reactions we’re simply imagining in a number of scenarios that block us from giving constructive feedback.

由于我们给出的反馈而实际被解雇的可能性接近NULL。然而,我们的大脑告诉我们不要采取这种风险,保持安全,不要为可能损害您的财务安全的贡献。

害怕被嘲笑

如果我的经理认为这个想法是愚蠢的吗?在您正在编写电子邮件或加入对话时,您是否曾经在您的脑海中弹出过这个问题?我们大多数人可能都有。

Just like the fear of being judged, fear of being ridiculed is hard-wired. We fear social rejection. Consequently, we try to be perfect so that people have no reason to reject us.

Human nature is flawed. And one of those failings is ourdeep-seatedneed to judge. Ridiculing other is a form of judgment. We judge from the earliest age, like简艾略特在20世纪60年代,在着名的“蓝眼睛/棕色眼睛”运动中展示了“蓝眼/棕色的”运动。

There are many other mental blocks that give way for countless scenarios in our minds, stopping us from feeling freely expressing our opinions without fear of repercussion. These are the biggest ones and they help us better understand the next talking point.

Anonymous or non-anonymous feedback?

你有我,这个标题已经揭示了我这个问题的立场。但这就是为什么我真正认为匿名员工反馈是更好的选择:它使员工在没有一些上述精神障碍的情况下表达他们意见的自由。

此外,它提供了管理者,以便改善其工作场所和驱动性能的信息。

员工可以自由地表达并提供有价值的见解

如果我能说出我真正的意思,并且诚实地说,建设性的反馈而不害怕以任何方式判断,激进或标记,那么我就没有贡献我的团队或我的项目的改进。你不同意吗?

A formal, non-anonymous feedback form will only reveal some of the superficial, non-threatening issues that affect the workplace, without mentioning the most important, underlying problems. The real problems that no one talks about because they know they are so important that they could stir things up.

In fact, these controversial, important issues are the ones that need to be brought to the table as soon as possible. They should be addressed by the entire team before they become a source of unhappiness, conflict and lack of productivity.

匿名反馈仪器为您提供了对这些问题的真正权力,因为它并不重要,但它已经解决了。对于一个经理,那个洞察力是宝贵的。

它建立了信任

Anonymous feedback empowers employees and managers alike.鸣叫

有些经理认为,这种权力可能导致不诚实或偏见,这将使信息无用。但我不这样看。我们正在谈论你的团队,一支成熟和负责任的个人,可以并应该自由地表达他们的意见。

我还听到了另一个针对匿名员工反馈的争论,这就是它促进了缺乏信任。在我看来,它完全是另一种方式。

Forcing employees to write their name on a piece of paper and give feedback that they know you will read and analyze seems like a lack of trust to me. You know they won’t be able to get over all those mental blocks because they’re human.

为什么不显示他们信任,并为他们提供一个自由环境,实际反馈是重要的?

It protects privacy and offers a sense of security

在我的意见旁边询问我的名字不会让我相信你更多。虽然在过去一个争议的论据中可能更加成功,但今天我们正在与我们发出的各种信息争夺隐私战斗。隐私问题,如alessandro收割机,如此典雅地展示了这一点TED talk

Our brains have been re-wired into thinking information is sensitive. We might not all be aware of this yet, but we will be in a very short time. Correlating this shift in mentality with the matter at hand, I believe that anonymity soothes our anxiety and fuels our need for privacy, thus creating a greater willingness to share our ideas and opinions.

我们的经验证明了我们正确的

对于我们的客户端,匿名反馈是它们值的关键功能。我们与之合作过的公司尝试了两种反馈方法:匿名和非匿名。

从这两种反馈中收集的数据相当不同。真正的问题不会出现在非匿名反馈中,因为员工害怕被判断或嘲笑。经理人认为这些报告并不准确。

In a non-anonymous feedback report, managers got genuine, constructive insights that helped them improve the overall work experience of their team and build performance.

由于反馈是匿名反馈的事实,员工更倾向于共享有价值的信息并提供可操作的观察。是什么让数据更有价值的是,我们将其与情绪相关联,我们跟踪员工提交的任何情绪或反馈的原因。

经理获得了详细的报告,他们的团队如何感受以及为什么,以及有用的匿名反馈。

你呢,你是不是匿名员工反馈?向我们发表评论吼叫或推文到@gethppy.

Image credit:FrédéricBisson.C.C.2.0格拉西斯视图C.C.2.0