Anonymous or non-anonymous feedback. What is more effective?

We are frequently asked whether anonymous or non-anonymous feedback is more effective. The answer varies depending on the situation. How does the fear of feedback manifest in your workplace?

Typically, for feedback recipients, non-anonymous responses tend to be more beneficial. Knowing who provided feedback about your performance offers valuable context. Understanding the source of tips or criticisms can lead to more meaningful insights and provide the opportunity to engage in conversations with the feedback providers.

However, there are instances where anonymous feedback is preferred. Sometimes a lack of anonymity can lead to problems. Hierarchical structures or a competitive work environment may cause a fear of giving feedback, resulting in diluted or politically correct feedback that lacks value.

Creating a safe environment within your organisation is crucial for receiving honest feedback. Factors such as personal relationships, company culture, and the purpose of feedback evaluations all play a role in fostering open communication.

Some of our clients leave the choice of anonymity to the employees themselves, promoting a sense of control and and encouraging acceptance of 360-degree feedback within the organisation.

Our feedback tool accommodates both anonymous and non-anonymous feedback preferences. And whatever you choose, the system ensures transparency by automatically informing all participants about anonymity. So there will be no misunderstandings.