Stop Anonymizing Employee Feedback–Insights from Joyous on We’re Only Human
By | Ben Eubanks | Human Resources Professional, Speaker, and Blogger
“If this week a leader acknowledges [employee feedback], next week, the person is eight times more likely to participate again than if the leader said nothing the week before.”
Ruby Kolesky, Co-CEO and Head of Product, Joyous
We’re Only Human — Episode 113
What’s your stance on employee feedback and anonymity? In today’s conversation with Mike and Ruby from Joyous, they share a bold proposal: stop making employee feedback anonymous, because you’re telling them that it’s something to be worried about. Instead, they advocate for open feedback that can help to identify issues, engage support, and drive the best outcomes.
In the discussion, the team talks about research they’ve done among employers asking for and acting upon feedback from their people, and they also talk about what it takes to create the environment where people can share their best ideas with the rest of the organization, making everyone’s work (and workplace) better.
Connect with Mike and Ruby:
Ben’s favorite Joyous case study: https://joyoushq.com/blog/post/launching-lockdown-genesis
Republished with permission and originally published at upstarthr.com
