We know that it can be a big decision to determine the organization settings for real-time feedback visibility and anonymity. This article aims to guide you through the process and includes the following:
- What is real-time feedback
- Anonymity, the pros and cons
- Visibility, the pros and cons
What is real-time feedback
Real-time feedback includes:
- praises &tips
- feedback on a skill
- ask for feedback reports
The feedback anonymity and visibility settings that you decide for your organization apply to ALL real-time feedback shared.
The real-time feedback settings are entirely separate from the Review anonymity and visibility settings. These are customized per review.
People are always notified about the feedback anonymity and visibility settings before sending real-time feedback via the "About the Privacy of Your Feedback" message.
Anonymity, the pros and cons
Things to consider when deciding real-time feedback anonymity:
- Before starting with Impraise, do you already share feedback in your organization?
- Are people used to giving feedback anonymously?
- Does your organization aspire to have an open and transparent feedback culture?
- It is possible to change your anonymity settings if you get resistance or feedback about them
Anonymous feedback pros
- Lowers the threshold for the feedback giver - it is easier to give anonymous feedback (especially constructive feedback)
- The feedback giver can choose to leave their name if they feel comfortable
- All real-time feedback can be sent anonymously except feedback from a manager to their direct report. At Impraise we believe that managers should not hide behind anonymous feedback. Managers should create an open and transparent relationship with their direct report about performance and development
Anonymous feedback cons
- Anonymous feedback can be frustrating for the recipient as they don't know who to follow up with, thank, or who to change their behaviour around.
Our recommendations to consider:
We see that if people are already used to sharing feedback anonymously before starting with Impraise then you may get resistance to starting with non-anonymous feedback.
Organizations that intend to start with anonymous feedback and move to non-anonymous feedback, usually never end up changing. This usually attributed to people becoming used to anonymous feedback and it becomes too hard to change.
If you don't currently share written feedback, your goal is to have an open and transparent feedback culture, and people have no prior experience or expectations, then we recommend starting with non-anonymous feedback.
Feedback is always visible to the recipient. There are also options to make real-time feedback visible to the recipient's manager and admin.
Manager feedback visibility pros
- Provides manager's with multiple perspectives on their direct report
- The manager is able to help their direct report develop their weaker areas and do more of their strengths by seeing their real-time feedback
- The manager can step in to help resolve conflicts if their direct report receives constructive feedback which wasn't given constructively
- It can make the mid and end of year evaluations easier if the manager is able to see demonstratable instances of performance via praise and tip.
Manager feedback visibility cons
- If a direct report does not trust their manager, they may feel uncomfortable with their manager seeing tips on their profile. The direct report might think tips visible to their manager will hinder their performance review and compensation
- Managers may take their direct report's developmental feedback into consideration for performance reviews
Admin feedback visibility pros
This depends on how much visibility HR already has on feedback shared in your organization.
- Admin are able to monitor the quality of the real-time feedback given using Impraise
Admin feedback visibility cons
- This can create a 'Big Brother' feeling which creates a higher threshold to giving feedback and a feeling of mistrust in the organization
Direct Manager feedback visibility
Direct reports always have access to the feedback from their manager (full access).
Other things to consider
- Inappropriate or offensive feedback can be flagged. This sends an email to a specified person determined during onboarding. The email includes the contents of the feedback, the name of the sender and the recipient.
- Admin can see the volume of real-time feedback sent and received via the Activity page.
- Admin can gauge the quality of feedback shared in Impraise during Reviews, by making the HR account an Observer of the review. This means you receive a copy of all reports generated in a review.
- Transparency is key! If Managers or Admin have access to real-time feedback, be clear why this is the case and what these roles will do with the feedback they can see.
If you have questions or concerns, reach out to your Customer Success Manager directly. Happy deciding!