How anonymous employee feedback can support mental health at work
- 8th Feb 2024
Written in collaboration with Stribe When it comes to supporting mental health at work, it’s one thing to cover all your legal bases – however to be a stand-out employer with a strong culture, and a team of happy and productive employees – you must go above and beyond the bare minimum and take proactive […]
By StribeMLP Law
Written in collaboration with Stribe
When it comes to supporting mental health at work, it’s one thing to cover all your legal bases – however to be a stand-out employer with a strong culture, and a team of happy and productive employees – you must go above and beyond the bare minimum and take proactive action to support employee wellbeing.
That’s where anonymous employee feedback comes in.
And we know that can sound a little intimidating – but it truly doesn’t have to be.
Here are five reasons why anonymous employee feedback can help to support your teams’ mental health and wellbeing.
1. Safe and authentic expression
Anonymous feedback creates a safe space for employees to express themselves without the fear of repercussions. While some employees are comfortable speaking up, others struggle, and an added level of confidentiality helps them to talk.
There’s data to back this up – with Harvard Business Review finding in one study that 85% of employees withhold important feedback due to fear of negative consequences.
Anonymity essentially removes this barrier, allowing employees to share their concerns openly, so challenges – including mental health – can be addressed proactively.
2. Helps to combat stigma
While there are plenty of mental health statistics that show us many people struggle with mental wellbeing, it remains a taboo subject to discuss at work due to stigma.
By providing anonymity in feedback channels such as messengers or surveys, employees feel more comfortable sharing their experiences and seeking support, thereby challenging the stigma and supporting a culture of openness and acceptance.
3. Higher levels of participation and inclusivity
Anonymity in feedback processes encourages increased participation from employees who might otherwise hesitate to speak up.
Many individuals may refrain from sharing their thoughts or concerns openly due to various reasons, such as fear of judgment. By ensuring anonymity, organisations can empower all employees to share their perspectives, ideas, and concerns freely, which helps to promote inclusivity in mental health discussions.
4. Supports early intervention
When given the chance to speak without worry, employees are more likely to voice their struggles and concerns. By identifying potential issues at an early stage, employers can offer timely support and resources, preventing these challenges from escalating.
This hands-on approach can not only support employee wellbeing, but also helps in building a compassionate and attentive work environment.
5. Enhances workplace trust
Gathering feedback is only the first step – what comes next is implementing positive change off-the-back of that feedback to show your employees you truly care. And when you do, it builds trust.
It’s very simple – when employees can see that their anonymous input leads to meaningful changes and improvements, it reinforces their confidence in the organisation’s commitment to mental health and wellbeing.
Stribe is an award-winning employee engagement and survey software built to create happier, healthier teams. Aimed at giving employees a stronger voice with customisable surveys, Stribe works with organisations to create tailored objectives that enhance wellbeing and culture.
To learn more visit stribehq.com
About the expert
Stephen is the Owner of MLP Law and leads our Commercial, IP and Dispute Resolution teams which provide advice on all aspects of the law relating to mergers, acquisitions, financing, re-structuring, complex commercial contracts, standard trading terms, share options, shareholder and partnership agreements, commercial dispute resolution, joint venture and partnering arrangements, IT and Technology law, Intellectual Property, EU and competition law, Brexit and GDPR.
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