Anonymous Surveys

4 Reasons Why Even Anonymous Employee Surveys Could be Failing & What You Can Do About It

Employee surveys in most organizations come in all hues and shapes. From an eNPS survey to engagement surveys to annual satisfaction surveys…there is a myriad range that reaches an employee’s inbox periodically. So much so that there is an invisible but very prominent survey fatigue. Both from the side of employees as well as the HR and leadership teams. “Not enough participation”, “not enough data” or “no clear results or insights” are some of the common woes troubling HR teams across the globe.

Why is it that even the employee surveys laid out with the best of intentions do not give the desired participation and results? What could we do differently? Is there a need to think out of the box? Or better still…can we innovate within the boundaries of the box itself? These are some questions that we will try to answer in this blog.

Why Employee Surveys Fail?

Surveys can be impersonal: “How likely are you to recommend your workplace to friends?”, “ Do you enjoy your work?”, “what do you think of the leadership team at work?” These are probably the most asked employee survey questions. What do they tell us about the employee’s sentiments? Zilch! How well are they connected to the employee’s personal experiences at work? Well…not much! Most surveys are designed to get the answers the leadership wants. And hence can inadvertently sound impersonal and corporate-ish. 

Surveys are not always anonymous: It is probably an open secret or the unsaid fact that no survey is ever completely anonymous. One can always track back a response to an employee or at least the department or team. So…even with claims of anonymity, there is always a factor of distrust from the employees’ side. And where there is distrust, we know that the answers might not be completely honest. 

Surveys are one too many: Yes…there is a survey for every occasion and every period of an employee’s journey at an organization. Engagement surveys, feedback surveys, performance appraisal-based surveys…sigh…Survey fatigue is indeed real. So much so that answering the questions almost becomes like muscle memory in action. Mechanical, and not well thought out. 

Surveys are periodic but not real-time: Being there at the right time and the right place is all it takes to understand the employee pulse. However, while employee surveys might be periodic, they lack the personalization and hence the resultant insights that a conversation can provide. 

Move over Surveys...Make Way for Conversations

When we listen actively, ask personalized questions and act based on the insights from the responses, that is when we begin to show we care. In short, make way for personalized empathetic real-time conversations to get the real sentiments and pulse of the employees.

Hyper-personalization – check. Real-time – check. Friendly tone – check. But what about anonymity? Isn’t the foundation of trust when it comes to conversations with employees? Yes…that’s where seeking the right technology can help. A right employee experience platform can not just offer anonymity but also all the above-mentioned features. In fact, a recent ‘AI at Work’* study done by Oracle and Future Workplace, states that a growing number of employees are ready to rest their trust in AI-enabled technologies. A whopping 64% of the people who took the survey have conveyed they are at ease conversing with an AI bot at work.

Reimagine Employee Experience Using Conversational AI for HR


Conversational AI is becoming more and more common. It is the age of hyper-personalization where every experience and engagement is tailor-made (well…almost) for the user. From chatbots, apps, voice assistants…the range, variety, and use cases are only limited by the vast expanse of human intelligence. We see extensive use of it already, especially when it comes to providing a great experience to our customers. And the time is ripe to now reimagine employee experience today using conversational AI.

HR technology has made leaps and bounds in the last few years. From just record-keeping in the 1970s to full flagged cross-platform applications that are intelligent, HR technology has undergone a complete metamorphosis. AI and Machine Learning based employee experience platforms can extensively indulge in conversations and derive actionable insights. A conversational platform that can talk and listen to the employees, analyze the sentiments and provide insights based on the analysis is indeed the future of HR Tech.

Today, companies like Berryworks, a Deep Learning employee voice platform are working extensively to understand this maze called employee experience and design solutions that help you understand your employees. Just a simple integration onto your existing communication channels and lo and behold…you have a digital friend and confidant both for yourself and your employees. This is the future of HR and the sooner we incorporate it, the better the team we build.

About Berryworks

Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.