Why do people keep asking why anonymously
Successful employee survey: Why anonymity is so important
August 13, 2020
Anonymous employee surveys are an important factor for mutual success in the company. They help unleash the real potential of a team by pooling the opinions and ideas of each individual. It is important how the survey is designed and carried out. Goal are always
“Meaningful and representative results about what employees are concerned with. The results make work easier. "
An important prerequisite for this is that the survey is really anonymous. There are 3 steps involved.
3 steps to an anonymous employee survey
In an employee survey that is not anonymous or is not perceived as anonymous by the employees, the fear of negative consequences undoubtedly plays a major role. Many participants in the classic employee appraisal usually weigh up tactically in advance what they will say and what not. That the conversation then misses the whole truth is inevitable. However, the right measures can only be taken on the basis of honest answers. If you pay attention to the following 3 steps in employee surveys, you can create trust and honesty among employees:
- Guarantee voluntary participation in the survey
The best way to lead employees to the survey is comprehensive and clear information. The aim and procedure of the survey should be obvious. In the best case scenario, this also results in the desire to participate.
- Save anonymous evaluation
The data sets must be kept anonymous. Raw data that can possibly be used to draw conclusions about people must be stored securely. Ideally, personal information that is not absolutely necessary is not saved in the first place. Setting a minimum limit for participation is a must - as is informing employees about how the knowledge is used.
The fact that the employee survey is actually anonymous must also resonate with the employees. That is why the anonymity and the sensitive handling of the data and results must be emphasized clearly and repeatedly. This is the only way to create the necessary basis of trust to achieve honest and motivated participation.
That's what science says
But what does science know about the response behavior to surveys? How do you get honest answers? And when do people not take the truth so seriously?
In its research results, sociology provides some factors that affect the honesty in surveys.
Self-administered surveys deliver more valid results than surveys that are conducted by a person as an interview.
The reason for this is the tendency to socially desirable answers. Depending on how a person perceives what might be desired, this affects whether they give a true answer.
People act on the basis of costs-UseAssessments. You weigh up the alternative courses of action.
Ever longer the delay in taking a survey, the more likely someone is to respond less truthful. If surveys take place frequently and regularly, the quality of the responses from the participants is better.
BEST PRACTISE OF ANONYMOUS EMPLOYEE SURVEY
Data protection is the top priority at TeamEcho and guarantees a safe and comfortable feedback environment for employees. Answers, results and feedback will always anonymous stored - on the server side. This means that the results are not only encrypted, but actually anonymized and cannot be traced back to individual persons in the database.
In practice this means, among other things:
- Collected data will only be displayed once a certain response rate has been reached
- Votes and comments cannot be traced back to a person unless the person voluntarily notes their comment with their name
- No personal histories are collected
- Submitted surveys cannot be edited
So the best conditions for a honest, open feedback environment and to create an exchange platform for employees!
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