{"id":33416,"date":"2021-10-11T19:17:55","date_gmt":"2021-10-11T19:17:55","guid":{"rendered":"https:\/\/inmoment.com\/?p=33416"},"modified":"2021-11-24T05:03:59","modified_gmt":"2021-11-24T05:03:59","slug":"anonymous-employee-experience-program","status":"publish","type":"post","link":"https:\/\/inmoment.com\/blog\/anonymous-employee-experience-program\/","title":{"rendered":"Five Steps to a Successful, Anonymous Employee Experience Program"},"content":{"rendered":"\n

People are power when it comes to business. And taking the time to understand employee thoughts, feelings, and feedback can be a game changer. After all, your employees are the ones keeping the wheel running. And if they don\u2019t feel supported in their goals, employees are three times more likely to be job hunting.<\/strong> A successful employee experience (EX) program, then, must be at the top of your priority chain\u2014and a successful EX program is one that allows employees to remain anonymous.<\/p>\n\n\n\n

Anonymity in your EX program primarily means ensuring that when employees are asked for feedback in any given manner, their identities are completely secure. Hence the phrase: anonymous employee experience\/feedback. It\u2019s extremely pivotal then that EX programs ensure employees feel safe and confident giving feedback so that the business can take action on that feedback and produce substantial outcomes as a result. However, reaching this gold standard status is no easy feat. So here\u2019s a five step framework to lead you towards success:<\/p>\n\n\n\n

  1. Design for Success<\/li>
  2. Listen to Employees<\/li>
  3. Understand the Data<\/li>
  4. Transform the Company<\/li>
  5. Realize Better Employee Experiences<\/li><\/ol>\n\n\n\n

    Step #1: Design for Success<\/strong><\/h3>\n\n\n\n

    What does designing for success mean, exactly? Well, consider the work of a clothing designer. When they begin a new design, it\u2019s often unique to a specific collection with a specific purpose. The same should go for your EX program. Every company is different, so designing for success actually means designing with your organization\u2019s specific culture, feedback history, and technical capabilities in mind. And all of these aspects play into the level of employee anonymity needed to accrue genuine responses. Just remember that what will work for one business won\u2019t necessarily work in the same way for another.<\/p>\n\n\n\n

    Step #2: Listen to Employees<\/strong><\/h3>\n\n\n\n

    Employee anonymity is non-negotiable. How can you get actionable, accurate feedback from employees if they\u2019re afraid that if they use their voice, it will end in backlash? If you make it clear to the employees you\u2019re surveying that their identities will be protected, you\u2019re more likely to receive high quality feedback. And when employees feel comfortable giving feedback, you can focus more on deciding which listening channels are best to access critical intelligence.<\/p>\n\n\n\n

    Step #3: Understand the Data<\/strong><\/h3>\n\n\n\n

    Every six to twelve months, we recommend looking at the drivers of engagement, retention, and churn to see the change within your company. For example, noticing recurring themes for why employees are leaving can tell you about systemic organizational issues you may be having. Analyzing this data consistently helps you understand and eventually address what\u2019s obviously not working in your program. And the crucial key to accessing data like that lies in assuring that employee respondents are unidentifiable. Which could mean hiding personal background information or using text analytics<\/a> to avoid identifying someone through the way they write (in the case of a language barrier).<\/p>\n\n\n\n

    Step #4: Transform the Company<\/strong><\/h3>\n\n\n\n

    Before you take action, make sure that you\u2019re transparent with your employees about your intentions. To address employee feedback effectively, you need to set clear expectations for how that feedback will contribute to transforming the company. Explaining that the information will be reported anonymously, what the information will be used for, and how exactly you plan on addressing their concerns allows for an honest conversation. If you speak and act truthfully first, employees are more likely to reciprocate.<\/p>\n\n\n\n

    Step #5: Realize Better Anonymous Employee Experiences<\/strong><\/h3>\n\n\n\n

    At last, it\u2019s time to reflect on the benchmarks you set and act on the areas of opportunity for your program. Here are a few questions to lead you in the right direction toward EX program ROI:<\/p>\n\n\n\n