A practice that many technology workers embrace as a right at work is, for some companies, now at risk of being abandoned.
For years, large and small companies have allowed anonymous questions during manual meetings, as a way to encourage free dialogue around sensitive issues.
But after a year that included divisive elections, nationwide protests for racial justice and a global pandemic that has driven much of the business world to distance work, many employers are questioning the practice. Some companies are thinking of getting rid of anonymous questions altogether. Others examine or edit others that are potentially offensive.
As technology companies begin a new year, counselors say, it’s more important than ever to make employees feel heard and gather honest feedback from the bottom up for leadership. But the best way to do this is in the debate: is anonymity the most effective mechanism for employees to convey dissatisfaction and get answers? Or does it inhibit trust and transparency? Who benefits when names are – or are not – attached to sensitive questions and who risks not speaking at all?
“My personal philosophy would be to get rid of them,” said Hubert Palan, CEO of Productboard, a San Francisco-based product management software company with about 230 employees. “If someone asks an anonymous question, they don’t get the impression of transparency,” he said. “Are people afraid that if they ask for it not anonymously, it will lead to repercussions or punishments?”