At Stribe, we’re massive believers that anonymous employee feedback is the key to building a happier and healthier workplace.
Why?
Because without the safety of anonymity, most of your employees won’t open up about the issues that matter most – the things that are truly difficult to speak up about.
As workplace leaders, it is your responsibility to give your employees a number of different feedback channels – including anonymous feedback tools – so that everyone’s voice is heard, and you can make positive workplace changes that represent the majority.
Save a copy to see how Stribe compares to Google Forms, Microsoft Forms and SurveyMonkey.
Anonymous employee feedback refers to the process of collecting thoughts, feelings and suggestions from employees without disclosing their identities to their employer or other colleagues.
It’s simple – anonymous employee feedback tools are so important in the workplace because they create a safe space for employees to share their honest and candid feedback, without judgement or fear of repercussions.
Think of your own experiences throughout your career – how many times would you have spoken up about challenges if you were given the opportunity to do that safely, and without your identity being revealed?
More often than not, the things that go undiscussed are the areas we should be talking about most because they have the largest impact on us – things like mental health, burnout, gossip or bullying, toxic management or financial worries, for example.
Anonymity allows for a space to speak about the tougher conversations.
Yes, Stribe’s employee surveys are anonymous.
Unfortunately not all staff surveys are truly anonymous – but at Stribe they absolutely are.
When you use Stribe’s employee engagement software you can be certain that your employee’s data and identities are protected to the utmost standards.
Our stance on employee anonymity is available online for employers and employees to read for full transparency.
Stribe's anonymous messenger feature gets used the most here. It’s so great because someone can message in when they want to speak up, without needing to wait for a survey. It’s really captured all those smaller pieces of feedback that can be forgotten about between surveys. 
According to a Forbes report, 74% of employees would be more inclined to give feedback about their company, workload and culture if the feedback channel was made truly anonymous.
There’s a hard truth HR managers need to face – and that’s that employees (more often than not) don’t believe staff surveys are really anonymous.
It’s a massive barrier to gathering valuable feedback, and an even bigger barrier to building trust within your team.
These are our recommendations to help show to your team that your Stribe employee surveys are genuinely anonymous to alleviate any concerns.
Disclaimer: These recommendations are our own, and only apply to users of Stribe. Unfortunately, there are other employee engagement platforms that don’t make the same commitment to anonymity as we do.
There are plenty of tools available to help you collect anonymous employee feedback.
Our only advice is to ask to see an anonymity statement or commitment before choosing an anonymous feedback platform. You should also ask how your employees’ data is processed.
Unfortunately not all operators are as transparent as they should be about how they collect and gather data, which only adds to the distrust around employee surveys.
Just because you don't ask, doesn't mean people aren't voicing how they feel, but they'll likely be voicing it in different ways and sometimes even voting with their feet...
Responding to anonymous feedback with Stribe is simple and keeps everyone safe – it’s just like using an everyday email inbox, but employees are kept anonymous.
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About the author
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
