The Benefits of Giving Your Workforce a Voice

Employee feedback is the key to your organization’s growth and strong culture. However, employees have many reasons to keep their thoughts to themselves. One option to gain valuable, constructive criticism is to offer anonymous feedback.

This article will explain the value of anonymous employee feedback and best practices for collecting this type of information.

Read more: Guiding the Path to Organizational Resilience

Benefits of anonymous employee feedback

Helps employees to feel safe when discussing difficult topics

A term we’ve used quite often is psychological safety. When someone in your organization feels safe and encouraged to speak up about difficult topics or their needs or feelings, it is an excellent demonstration of the value of autonomy and community values within the organization.

Whether your organization is starting to apply practices to strengthen psychological safety or you’re rebuilding your culture, giving your employees the option to provide anonymous feedback can be a great start.

Anonymous feedback facilitates trust, value, and reliability while allowing individuals who may at first be apprehensive about offering their perspective a platform where they can safely disclose their thoughts behind anonymity. This results in stronger cohesion within departments based on teamwork and increased morale.

Read more: Positive Work Cultures are More Productive. Here’s How to Achieve Them

Provides employees with a platform

Standard employee-supervisor feedback may make some people uneasy and therefore hesitant to speak up. With anonymous feedback, everyone has the same platform and level of confidence in the anonymity of their feedback. They are each given the opportunity to have their voices heard.

Gets the team on the same page

People may not even realize that they have shared experiences or similar opinions on certain topics. Anonymity provides employees with the confidence to express potentially unpopular opinions or new ideas and get on the same page about these issues.

Furthermore, some people hesitate to speak up even in an environment that is communicative and open due to differences in personality, gender, race, and other various dynamics. Anonymous feedback removes these differences, allowing everyone to equally communicate.

Empower employees

Providing a channel for anonymous feedback engages employees and demonstrates that their voice, thoughts, ideas, and feedback is valid and valuable.

Obtain more honest, valuable feedback

In one-on-one interactions between subordinates and their supervisors, oftentimes, topics can be glossed over, or criticism may be sugarcoated to make it seem like less of a big deal. When you add anonymity in the mix, it allows for organic, honest feedback that gets to the point without considering how it may be perceived. Instead, the focus is on the important subject matter and less on the delivery. We don’t mean to encourage negativity or vulgarity, simply honest feedback.

After all, the most useful feedback is honest feedback, and employees are more likely to divulge the truth when they are able to protect themselves with anonymity.

Directs leadership

Anonymous feedback gives leadership a lens into the world according to their employees. This helps them gain perspective and find opportunities to make improvements based on their findings. The whole point of feedback is to instill positive change in policies, practices, and culture.

Read more: Leadership Tips on How to Foster Community in Hybrid Environments

Don’t make feedback taboo

Too often, employers will say to their staff that they have an “open-door policy” and to come to them with problems big or small. But when the going gets tough, and critical feedback is at their door, where are they?

How leadership handles feedback will be directly correlated to what kind of feedback they get and how often they receive it. If the idea of providing valuable information to a supervisor is met with fear of retaliation, ridicule, or lack of concern, chances are, feedback will be a taboo topic not to be broached.

Make employee anonymity optional

Just as some individuals are not always comfortable signing their name to a piece of critical feedback, others want to be identified with their voice. Whatever the case may be, allowing opportunity for both channels and being clear about the process for feedback and anonymous feedback is critical for an organization’s culture.

Read more: Strengthening Culture in Hybrid Work Environments

Follow up on employee feedback

The entire purpose of soliciting feedback from employees – anonymous or not – is to gain their perspective, do a pulse check on the organization, and instill positive change where required. If leadership and employers only gather information but sit on it and do not follow up with their staff, that shows a lack of interest in their time, ideas, and concerns.

Read more: Why Transparency Is Crucial for Company Culture

The Takeaway

Employee feedback is the key to your organization’s growth and overall success. Employees have plenty of reasons for being apprehensive about speaking up, so be sure to take the time to understand how best to empower their voices, so they’re all heard.

If your organization is experiencing conflict, consulting with a neutral mediator will resolve distracting, challenging situations and empower all participants involved to settle on an agreeable solution and continue being productive within the organization.

At Global Mindful Solutions, we have established a process that aims to provide insightful, comprehensive solutions with a compassionate and unbiased approach. This allows all participants to focus on getting back to work and continue making a positive contribution to their organization while leading a fulfilling role in their careers.

Contact Global Mindful Solutions to get started with neutral, knowledgeable, and effective investigation, mediation, and facilitation services.


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