Anonymous Employee feedback: A Guide

Remaining anonymous may make feedback easier for some people, while others may benefit from an open environment. Impraise lets you decide which feedback environment suits you best. The ultimate goal is to create a culture of honesty and trust. In order to achieve this follow these steps:


1. Anonymity breaks the ice


Anonymous feedback can ease people who are new to giving feedback into the process. This is especially helpful when employees are giving upward feedback for the first time. Anonymity encourages people to give more honest feedback rather than passing on the opportunity or heavily diluting it with praise. Starting with a private environment will encourage your employees to have honest conversations. This will gradually assist everybody in becoming comfortable with face-to-face feedback.


2. Encourage the right practices


In the initial stages it’s important that you emphasize the right way to give feedback. Holding short training sessions or giving presentations will help your people formulate their feedback appropriately. In the unlikely event that feedback is deemed inappropriate, users can easily flag feedback and managers can clarify misunderstandings immediately. So far less than 2% of the feedback submitted to us has been flagged.


3. Create a culture of honesty and trust

The main benefit of giving in-anonymous feedback is that it gives the receiver a chance to ask questions and better understand which situations the feedback giver is referring to. Knowing who the feedback is coming from helps you recall specific situations in which you acted in a certain way. However, if you decide your team is not ready for this, with Impraise you can also respond to feedback that was given anonymously and get further information. Ultimately, you want to create a culture of honesty and trust where employees are actually eager to give each other feedback.


This article is part of a management guide about how to become a better leader with feedback. 

Next Guides:


Manager’s Handbook: How will giving more feedback help my team?


Receiving Feedback


Giving Feedback

Peer Feedback