Secure Follow-Up, a unique feature of the Engagement Multiplier platform, enables leaders to communicate directly with survey participants while maintaining anonymity for both. Using Secure Follow-Up, a leader can respond directly to an individual’s feedback.
Over the years, we’ve been amazed at the variety of creative approaches leaders have taken to using this unique feature. In reality, what at first glance appears to be a simple tool is actually (in the right hands) a powerful tool that can make an enormous impact on employee relations.
Personalised interactions – at scale
One CEO, for example, blocks time in his calendar after each survey, to personally review and respond to employee feedback. In many cases, he’s simply saying “thank you.” However, he also routinely asks employees to elaborate on issues they raise, steers good ideas to the right internal parties, and assigns feedback items to others on his leadership team.
Employee empowerment in the moment
We’ve also seen numerous leaders use Secure Follow-Up to give immediate empowerment to employees by asking them for suggestions relating to issues they raised in their feedback.
For example, one leader, upon seeing feedback from an employee about praise and recognition, asked the employees for their ideas on what such a program would look like, and how it could be implemented. The employee responded with useful ideas and additional insights that ended up informing the recognition initiative the company subsequently undertook.
Building connections with individuals
Just this week, we saw something new arise in an anonymous exchange – a substantial (albeit still anonymous) connection between employee and leader.
An employee provided feedback about the company’s reserved executive parking, referencing an exchange they heard on the popular “Freakonomics” podcast featuring John Mackey, the co-founder and CEO of Whole Foods. On the podcast, Mackey described how there’s no reserved parking, but he gets a good spot every day because he arrives so early.
“Fair is fair,” Mackey said in a quote the employee shared in their feedback. “Every employee here has a role, and one is as important as the other.”
One of the company leaders responded, providing his name and sharing his admiration for Mackey and his vision. He noted he really enjoyed his reserved, front-row parking spot, but said that the employee’s comments had really made him think and that he’d discuss reserved parking in the next senior team meeting, promising to report back to the employee.
He did follow through with the employee, sharing with them the details of the ensuing conversation, noting that it inspired a number of related discussions about equity and ideas for new initiatives.
There’s no doubt the employee believes their voice has been heard, and the transparency with which the leader replied (and followed up) made clear that the opinion was valued. However, there’s even more to this exchange: even if the employee never reveals her/his identity to the leader, the exchange has undoubtedly built goodwill between the two. The employee has a powerful new connection to the company.
There are countless ways in which we’ve observed our clients creating fantastic, unimagined outcomes using our platform. This week’s realisation that anonymity can foster connection and better employee relations was a revelation.
(If your team has used any of our platform features in an unusual way, we’d love to hear about it! Mention it to our team next time you speak with them.)