Those who hesitate to give feedback do so because they have something to lose: They fear retaliation, that they won’t be believed or that they’ll be ostracized from the team. This is especially true for those in minority groups and entry-level workers who can't risk losing their job. Anonymous feedback gives everyone the ability to be on the same level and creates a safer space for feedback.
According to our report, 74% of employees would be more inclined to give feedback about their company, workload and culture if the feedback channel was made truly anonymous. This also means that by not having access to anonymous channels, employees are less likely to give feedback, and employers may be missing out on key information about their workplace because of it.
Those who hesitate to give feedback do so because they have something to lose: They fear retaliation, that they won’t be believed or that they’ll be ostracized from the team. This is especially true for those in minority groups and entry-level workers who can't risk losing their job. Anonymous feedback gives everyone the ability to be on the same level and creates a safer space for feedback.
If employees are more willing to share about their needs and concerns at work, they feel like they're contributing to the culture and future of their workplace. Gallup reports that highly engaged teams can have upwards of 59% less turnover. Additionally, 41% report having left a job because they didn't feel like they were being heard, according to our report — and retaining employees begins with good engagement.
