I work for a large company that started a process called Agile Transformation in order to raise productivity and shorten delivery time. This happened about 3-4 years ago and recently one of the top managers announced that a platform called Peakon will be used to get feedback from the employees.
This manager emphasized that he knows about information not bubbling up from "the bottom of the food chain", so the purpose of the platform is to get feedback from virtually all the employees.
Surveys will be run twice a month and each employee will have to answer about 10 random questions from a pool of several dozens that might change over time. Each question has a qualitative indicator (1-10) and feedback text box.
All feedback is anonymous, but it will be visible for the line manager, the manager above the line managers, the guy at the top management and his assistants.
Also, each of these actors may react to feedback by agreeing, requesting more information or even requesting 1:1 (employee must agree).
My manager encouraged us to use the platform and provide feedback whenever we can and make it as specific and fact based as possible.
Now, coming to my concern. For the last 2-3 years my team and I have had major issues when collaborating with a department within our business unit. The main problem is the manager who is opposing the Agile Transformation, sabotages most of the meetings (e.g. rarely reach any conclusions, rejects any improvement that involves an effort for his team, does nothing to prevent his team to provide ridiculously high effort estimations that undermine working in sprints).
As an effect, more than 15% of the people in his department either migrated or left the company in the last year (this is a large figure, as the company has a generally low employee turnover).
My feeling are that I should use this platform to provide meaningful feedback also about this manager.
However, I have two concerns:
- anonymity - each survey is announced via e-mail containing a link. This link is enough for the platform to create a connection between the person and the feedback
- past experience - such feedback was heavily discouraged in the past and most of the people did not manage to convince their managers about the issues with this specific managers (or at least nothing changed). Cassandra metaphor comes into my mind when writing this.
Question: How to provide anonymous feedback about a problematic manager in order to be helpful?