> even if the feedback is anonymous.
There is usually good reason for an employee to believe that anonymous feedback is not truly anonymous. Assuming it actually is anonymous would be all downside and no upside for the employee.
There is usually good reason for an employee to believe that anonymous feedback is not truly anonymous. Assuming it actually is anonymous would be all downside and no upside for the employee.
Not all managers respond well to feedback, but if you have a good one and you're constructive it can produce real improvements
If I have reasons to think the person will take it personally or the way it's written is too negative I refrain from sharing it raw and I prepare a tl;dr.
What's important is to extract the main points from the feedback.
> Assuming it actually is anonymous would be all downside and no upside for the employee.
Not sure I understand why.