Why anonymous employee feedback is the better alternative


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.




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.




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.




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.




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?





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.



Anonymous feedback empowers employees and managers alike.鸣叫



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.


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.




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.




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