{"id":403,"date":"2020-02-12T18:04:30","date_gmt":"2020-02-12T18:04:30","guid":{"rendered":"https:\/\/incognea.to\/blog\/?p=403"},"modified":"2020-02-12T18:48:00","modified_gmt":"2020-02-12T18:48:00","slug":"the-research-behind-anonymous-employee-feedback","status":"publish","type":"post","link":"https:\/\/incognea.to\/blog\/2020\/02\/12\/the-research-behind-anonymous-employee-feedback\/","title":{"rendered":"The Research Behind Anonymous Employee Feedback"},"content":{"rendered":"\n<figure class=\"wp-block-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1000\" height=\"497\" src=\"https:\/\/incognea.to\/blog\/wp-content\/uploads\/2019\/07\/anonymous-employee-feedback.jpg\" alt=\"Anonymous Employee Feedback\" class=\"wp-image-409\" srcset=\"https:\/\/incognea.to\/blog\/wp-content\/uploads\/2019\/07\/anonymous-employee-feedback.jpg 1000w, https:\/\/incognea.to\/blog\/wp-content\/uploads\/2019\/07\/anonymous-employee-feedback-300x149.jpg 300w, https:\/\/incognea.to\/blog\/wp-content\/uploads\/2019\/07\/anonymous-employee-feedback-768x382.jpg 768w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/figure>\n\n\n\n<p>We often hear from organizations who like the idea of collecting anonymous employee feedback, but want to see some research before launching a suggestion box of their own. Fortunately, there&#8217;s lots out there. To assist, we&#8217;ve compiled the following list:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>A <a rel=\"noreferrer noopener\" aria-label=\"2006 study (opens in a new tab)\" href=\"https:\/\/s3.amazonaws.com\/academia.edu.documents\/46004390\/Let_me_tell_you_what_I_really_think_abo20160527-26247-1oo477t.pdf?response-content-disposition=inline%3B%20filename%3DLet_me_tell_you_what_I_really_think_abou.pdf&amp;X-Amz-Algorithm=AWS4-HMAC-SHA256&amp;X-Amz-Credential=AKIAIWOWYYGZ2Y53UL3A%2F20190723%2Fus-east-1%2Fs3%2Faws4_request&amp;X-Amz-Date=20190723T174904Z&amp;X-Amz-Expires=3600&amp;X-Amz-SignedHeaders=host&amp;X-Amz-Signature=e00c61aedc46ad7912ca6b1b2cb161a0a88a4207299b1a4f50c2df02819c364d\" target=\"_blank\">2006 study<\/a> published in the Journal of Nursing Management looked at the effectiveness of using anonymous feedback as a component of nurse management evaluations at Tel-Aviv University. The authors found that anonymous feedback &#8220;<em>is an effective tool by which real feedback is gathered on &#8216;things which are not talked about&#8217;<\/em>.&#8221; They further found that anonymous feedback offered a unique opportunity for low-ranking employees to share their opinions without fear of retaliation.<\/li><li>A <a rel=\"noreferrer noopener\" aria-label=\"study (opens in a new tab)\" href=\"http:\/\/citeseerx.ist.psu.edu\/viewdoc\/download?doi=10.1.1.504.8641&amp;rep=rep1&amp;type=pdf\" target=\"_blank\">study<\/a> published in the Journal of Applied Social Psychology looked at the impact of anonymity vs. confidentiality in surveys that included sensitive questions involving cheating. The authors found that 47% of the respondents admitted to cheating when anonymity was guaranteed, while only 13% admitted to cheating when confidentiality was promised.  <\/li><li><a rel=\"noreferrer noopener\" href=\"http:\/\/journals.sagepub.com\/doi\/pdf\/10.1177\/0893318905279191\" target=\"_blank\">Studies<\/a>&nbsp;conducted by Professor Craig Scott at the University of Texas and Professor Stephen Rains at the University of Arizona suggest that there is an important place for anonymous communication within organizations. Additionally, he found that anonymity provides &#8220;less enfranchised organizational members with important communication opportunities.&#8221;<\/li><li><a rel=\"noreferrer noopener\" href=\"https:\/\/hbr.org\/2002\/02\/getting-the-truth-into-workplace-surveys\" target=\"_blank\">According to the Harvard Business Review<\/a>, respondents are more likely to participate in surveys if they are confident that personal anonymity is guaranteed.<\/li><li>Professor Peter Cappelli of the Wharton Business School&nbsp;<a rel=\"noreferrer noopener\" href=\"https:\/\/news.wharton.upenn.edu\/feature-stories\/2016\/03\/why-employees-should-be-able-to-give-anonymous-feedback-and-why-management-should-listen\/\" target=\"_blank\">argues<\/a>&nbsp;that anonymous feedback is an effective tool for improving company culture because it empowers conscientious employees to bring their full capabilities to bear on improving the company, without fear of reprisal.<\/li><\/ul>\n","protected":false},"excerpt":{"rendered":"<p>We often hear from organizations who like the idea of collecting anonymous employee feedback, but want to see some research before launching a suggestion box of their own. Fortunately, there&#8217;s lots out there.<\/p>\n","protected":false},"author":1,"featured_media":409,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2}},"categories":[5],"tags":[7,9,8],"class_list":["post-403","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-opinions","tag-anonymous-employee-feedback","tag-anonymous-feedback","tag-employee-suggestions"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.3.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Research Behind Anonymous Employee Feedback &#183; 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