Show HN: OhLife for Work Teams

myfridayfeedback.com

1 point·lukethomas··3 comments

Is this anonymous? If not that seems like it will lead to only positive feedback, or feedback that isn't overly critical. And "anonymous except not really because HR can see who responded" doesn't really cut it either.

It's not anonymous in any way right now. All responses have names attached to them. Anonymous feedback is a great way to start an internal witch-hunt, especially with smaller teams. With that being said, there's some value w/ anonymous surveys.

By introducing a cadence (weekly/bi-weekly) it helps surface small issues before they become big ones. Most of the time feedback is overly critical is because it's been bottled up for weeks/months.

So how do you avoid the situation I flagged where nobody gives any "real" feedback because they don't want to put a target on their back?

The small issues you are trying to prevent from becoming bigger ones are still likely in my mind to be the sorts of things you wouldn't want to put your name on because they'd come across as petty (because they are small at the time), or critical of the manager (again, putting a target on your back).

Personally, if I were a random employee I'd never put any sort of feedback like that in a system that wasn't anonymous--the risk of creating an overly negative perception of myself or putting a target on my back just doesn't seem worth it.

And if this is feedback to a manager from their team, aren't the things that might turn into witch-hunts exactly the sort of issues they need to be aware of? Typically those sorts of things are founded in some level of truth, no?

How will you convince employees that this is a "safe" tool for them to use?

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