Some employers conduct anonymous employee surveys from time to time. I see no problem with this as long as the questions are valid and intentions are pure. It's nice to visit face-to-face with employees too but sometimes people are able to be more honest if they can be anonymous. "You're a great person but a terrible manager" would be pretty hard to share directly, no matter how great a person your boss might otherwise be.
If you conduct anonymous surveys and/or have a suggestion box (also a good idea), for heaven's sake make sure it really is anonymous if that's the promise made. My wife recently sent in an "anonymous" survey regarding her gym experience. Afterwards, she received a voicemail apologizing for the shortcomings she identified, with the caveat, "I hope it wasn't me" and a litany of excuses, blaming members instead of staff for certain issues like broken machines and general gym uncleanliness. The lesson learned here, don't bother with surveys at this gym. They don't truly care, it's not anonymous as promised, and now the receptionist at the gym won't speak to her.
None of us likes to be criticized, although it may be for our own good if constructive and meaningful. It is also natural to be mad at the criticizer at times, even if we know they might just have a point. Thus, anonymity, coupled with a genuine desire to do better as an employer is the approach. "Let's guess who gave us these bad comments" is not the correct mindset either. This is the whole reason employees are afraid to be honest...retaliation. If you choose to do these surveys, do it the right way, with the right intentions or don't bother wasting everybody's time. Nobody likes filling them out, whether as employees or as customers. When they do, they deserve proper respect for their time and honesty. http://www.employmentlawman.com/monday-morning-musings.html
If you conduct anonymous surveys and/or have a suggestion box (also a good idea), for heaven's sake make sure it really is anonymous if that's the promise made. My wife recently sent in an "anonymous" survey regarding her gym experience. Afterwards, she received a voicemail apologizing for the shortcomings she identified, with the caveat, "I hope it wasn't me" and a litany of excuses, blaming members instead of staff for certain issues like broken machines and general gym uncleanliness. The lesson learned here, don't bother with surveys at this gym. They don't truly care, it's not anonymous as promised, and now the receptionist at the gym won't speak to her.
None of us likes to be criticized, although it may be for our own good if constructive and meaningful. It is also natural to be mad at the criticizer at times, even if we know they might just have a point. Thus, anonymity, coupled with a genuine desire to do better as an employer is the approach. "Let's guess who gave us these bad comments" is not the correct mindset either. This is the whole reason employees are afraid to be honest...retaliation. If you choose to do these surveys, do it the right way, with the right intentions or don't bother wasting everybody's time. Nobody likes filling them out, whether as employees or as customers. When they do, they deserve proper respect for their time and honesty. http://www.employmentlawman.com/monday-morning-musings.html
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