5 Reasons why your organisation needs anonymous reporting

Workplace team engaged in a collaborative manner

Why you should offer anonymous reporting as a speaking up channel

If you make it hard for employees to give you feedback – you are ultimately sending a message that employees have no voice and leadership doesn’t want to hear it.  That’s a BIG problem.


Offering a secure, two-way anonymous reporting channel as an alternative route means that you can capture valuable feedback from employees who otherwise may not feel safe in raising concerns via the other methods you have in place which are not anonymous.  Are you missing out on key information about potential workplace issues by not having an anonymous reporting channel?

The ultimate goal of employee feedback

The ultimate goal of employee feedback for any organisation is to raise awareness to leadership of what’s going on and how successful you, as an organisation, are at engaging and motivating your employees.  Whatever form that takes:

  • Pulse surveys
  • Engagement surveys
  • Anonymous reporting channel
  • Direct email to leadership
  • Suggestion box


Another goal is to find out what issues need fixing from workload concerns, safety, EDI or harassment.

Low morale, low engagement and low productivity are costly to the success and reputation of an organisation.  


Disengaged employees have a 15% lower profitability for a company

This equates to 34% of a disengaged employee’s salary. Considering the average salary of £38,394, this means your company could be losing nearly £13,000  per disengaged employee per year.  (Forbes)

Employee feedback processes

Employee feedback processes work if all employees feel that they can safely use their voice to raise concerns, thoughts or reactions, without fear of retribution.  Advertise to all your employees what their speaking up options are – put it on posters, intranet, links in email signatures.  Some of our clients have had cards printed up to distribute.  It takes time to establish and it doesn’t happen overnight.  People need to see they can trust in your processes.

5 Ways anonymity can help

  1. Anonymity will increase feedback.  Not having one means you may be missing out receiving key feedback and information about potential workplace issues.
  2. Anonymity removes the fear factor barrier.
  3. Anonymity increases engagement.  Employees who are willing to share issues and concerns feel they are personally contributing the culture and future of their workplace.
  4. Anonymity can increase retention and cut costs.  Feeling unheard or not listened too, or feedback given is ignored, will result in people leaving.  Providing an anonymous reporting channel can not only decrease your staff turnover, but, can also serve as a recruitment tool to attract top talent.  Future recruits will know that their opinion matters and will feel engaged to contribute to the overall workplace culture – speaking up is business as usual.
  5. Anonymity shows you care.  Providing multiple feedback channels, including two-way anonymous reporting, shows you are paying attention to what your employees want in terms of how they feel comfortable in giving you feedback.  Which in turn,  is paying attention to their needs and preferences and can go a long way to creating a happy and healthy workplace.

Managing feedback

Effort is required – providing effective communication channels is the easy part!
Taking action to address any raised concerns, and taking it promptly, is key.
Training leadership on how to handle concerns is a must.
Actively managing and communicating with open cases is ongoing until the case is resolved.  Providing timely feedback and thanks for raising the concern is required.  
Lessons learned, action taken and communicated throughout your internal organisation channels will embed a strong communicative workplace culture.
Gaining candid, comprehensive feedback should be a priority for all organisations, and not just a once a year annual staff survey, tick in the box exercise.
Continually analyse your feedback to spot any trends and review your processes.  Share learnings.
Get this right and your people will enjoy coming into work every day.

How WorkInConfidence can help

WorkInConfidence help hundreds of organisations through anonymous speak up, a two-way, encrypted reporting platform.  Users are always anonymous unless they choose to reveal their identity.  Cases are easily managed in HR Case Management where real-time reporting and visual dashboards give an overview of any underlying issues.  Employee Engagement Surveys can be easily accessed, from pulse surveys to full engagement surveys created from built in templates or  customised to your organisational needs.  

Get in touch for a full demonstration to see for yourself how easy our solutions are to use and implement.

Simply providing an anonymous platform encouraged feedback allowing leadership to understand our people’s daily challenges, and best of all, we could track, address and respond to them. Allowing anyone to have a voice has helped us establish ourselves as an outstanding firm to work with” – Erin Green, Travers Smith LLP

““WorkInConfidence has provided platforms that have enabled staff to speak up and speak out, while we have the opportunity now to listen and engage with purpose. In the first six months, we have had more interactions on the platforms than we had in the first two years on the previous solution” – Gareth Evans, Betsi Cadwaladr University Health Board

A safe and secure way for your people to anonymously raise concerns via phone, tablet, or PC, ensuring you are aware of any workplace issues and can respond quickly and accordingly
A secure online place to record, track, update, and report on all speaking up matters, whether raised through WorkInConfidence or directly.
Easily set up, run and interpret surveys on engagement, respect, wellness or other topics to ensure you always understand your people, their needs and motivations.
Demonstrate your commitment to collaboration with discussion boards to accelerate employee engagement and gain greater insights – anonymous if required.

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