Anonymous or public feedback? Advantages and disadvantages
Giving effective feedback is vital within a team. However, when the time comes, the same question always arises: anonymous or public? Both options have their advocates and detractors, which is why we want to help you choose the most suitable model for your company.
The anonymous feedback is the most frequent Within a company, it allows employees to express their opinion freely without fear of being judged or getting into trouble. The main advantages of this model are:
- Your team members will feel more comfortable pointing out things they don't like or are concerned about.
- Their honest opinion will provide you with interesting and valuable insights that can help you detect problems and areas for improvement.
- You build trust when you offer your employees a free and anonymous space to express their thoughts. If you force them to give feedback and put their name under it, the experience will not be the same.
- Respecting your team's privacy will create a more relaxed atmosphere and a more positive attitude towards feedback.
It is true, however, that this model also has its disadvantages. Sometimes, anonymity favours the unconstructive criticism and underdeveloped, which will not allow you to obtain information of interest. Moreover, you will never be able to turn to the person to explain their arguments in more depth.
What are the advantages of public feedback?
On the other hand, you can also go for transparency and promote a feedback with name and surname in which the person knows from whom he/she receives these comments. Although it is still not very common, more and more companies are opting to implement this option, which also offers many benefits:
- Employees have to stand up for themselves and defend their arguments; this immediately makes all gratuitous accusations that are not backed up by any concrete examples disappear. If the team does not feel comfortable, you probably need to work on their trust.
- The quality of the feedback will increase as the team will be more careful in their choice of words, including details, examples and even concrete suggestions for improvement.
- All the information you gather will have a greater impact and you will be able to create an action plan together with your team or the person in question.
Strategies for implementing public feedback
To operate this model you can:
- Promote transparency and openness within the whole organisation.
- Training your employees and teach them how to give constructive feedback and how to deal with sensitive conversations.
- Award people to give feedback openly and honestly.
- Do not link wage increases or promotions to feedback, especially at annual reviews.
- Communicate The importance of being honest and constructive.
These techniques will make it easier for you to extend feedback with attribution in your company. Even so, you will have to confront the typical fears involving a feedback process: being judged, reprimanded, singled out, etc.
Which model do you think best suits your team? Are you able to start signing your name to the feedback?
