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Show HN: Anonymous Feedback Tool for Teams

runsignals.com

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Re: Show HN: Anonymous Feedback Tool for Teams

#21

Post by techdiff »

wespiser_2018 wrote: post #19

eNPS is a bad metric for a lot of reasons, but in this the concern would be that in low sample sizes, you are unable to quantify uncertainty. The results for small (around 30 but depends on what the mean is) will also be noisy. Don't use NPS unless you have to, ie, you want to release a number for a marketing campaign because your score is a selling point. "Our future vision is building towards an ideal mix of automa…

Thanks so much for this one - great insight! We use eNPS as shorthand, it's the easiest way for people to grasp what we're trying to achieve but we're actually measuring through a binary initial question, followed by an open comment. The binary along with the timeframe seems to force an "on balance" measure of the week, so sentiment fluctuates with the business activity, initiatives, wins and losses. Within this, we're building features to gain context by asking the exec team on their comment against the week ahead of results, which is useful when taking a long view on sentiment moves. The best way to view the results you get from this is absolutely about detecting emerging issues, resolving ongoing challenges and improving communication. But the dream for us would be to tie business data into the commentary from staff, clients and stakeholders to form a rounded view of problems, and potential solutions.

On your last paragraph - we're looking at incentive programs but we don't desperately need them. Over the long test timeframe, we've averaged 60+% each week for responses (40% within the first 60 mins) and one in two leave a comment with it. In all honesty, our current data is skewed by some companies in the system testing with us and not pressing their team to actively participate which has dropped the weekly average by ~10%. We're going to add a disengaged score (people who haven't responded for 3 consecutive weeks) and a super-engaged score (the opposite of that). Our customers have said they're more worried by the disengagement level than the negative sentiment because it means the team don't care at all.

Thanks again, this is some great stuff for us to think on!

Re: Show HN: Anonymous Feedback Tool for Teams

#23

Post by 29athrowaway »

techdiff wrote: post #14
29athrowaway wrote: post #10

Your peer Mickey Mouse gave you a rating of 1/5 stars. Your rating is now 1/5 stars. Now we can fire you legally without repercusions. Mickey Mouse's feedback is fully anonymous, and real. Trust me, this is good for you.

That's a risk for sure - we're based in Australia, you couldn't fire someone in the way you described here, but I understand that's not the case everywhere. It's something we're thinking about. In all the testing we've done; the feedback is generally honest but professional. The more pointed feedback is often a call for help from the team, and the manager needs help/training to improve. For example, in one test, we u…

Sure. But then the business starts taking off, and the MBAs start joining. In no time, they will find a way to maximize profit in a non-sustainable way, and now Mickey Mouse is the top reviewer in Fortune 500s.

Re: Show HN: Anonymous Feedback Tool for Teams

#24

Post by techdiff »

braingenious wrote: post #22

Gotta love an SMS-based offering called Signals, surely this won’t cause any confusion. >There are two sorts of businesses; The ones that know they need Signals, and the ones that don’t know they need Signals. Also, that is quite a lofty proclamation!

Ahaha! That line on the site came from our awesome designer. Definitely a big call.

And yeah, we know the Signals thing might cause some confusion. We're in a different world as a product but it's sure to come up. Funnily enough, when we registered the business we had shortened Signals Intelligence down and Intel's lawyers here got in touch within days to ask us about it. Ahaha.

Re: Show HN: Anonymous Feedback Tool for Teams

#25

Post by neilv »

techdiff wrote: post #5
jedberg wrote: post #3

How do I as an employee know that I'm truly anonymous and that my employer won't be able to pay you/sue you and get you to tell them who wrote something?

Thanks for the question! Absolutely understand the scepticism. We have a user ID that we match to the Twilio response, so staff can't submit multiple answers. We delete our data from Twilio after seven days at the moment (Twilio mandated min); we’re working on a 1-hour retention policy via their Rest API. We’re always working toward minimising any end-user identifiers back to comments. For me, there's also our reputa…

Have your lawyers looked into whether anything can be done in the customer contracts, to help avert having to disclose this info to them (and all the damage that might mean for your trust-based business)?

Re: Show HN: Anonymous Feedback Tool for Teams

#26

Post by techdiff »

neilv wrote: post #25
techdiff wrote: post #5

Earlier quoted context omitted.

Thanks for the question! Absolutely understand the scepticism. We have a user ID that we match to the Twilio response, so staff can't submit multiple answers. We delete our data from Twilio after seven days at the moment (Twilio mandated min); we’re working on a 1-hour retention policy via their Rest API. We’re always working toward minimising any end-user identifiers back to comments. For me, there's also our reputa…

Have your lawyers looked into whether anything can be done in the customer contracts, to help avert having to disclose this info to them (and all the damage that might mean for your trust-based business)?

Actually, that's a great idea! I might see about a ToS update to cover it. Thank you!

Re: Show HN: Anonymous Feedback Tool for Teams

#27

Post by rcaught »

To ensure anonymity, you could always reprocess feedback through something like ChatGPT.

> rewrite the following and remove personally identifying information: "you're not good at your job, you have a bad attitude, especially with Katelyn."

> "Performance in the job is not up to standards and there are concerns about attitude, particularly in interactions with colleagues."

Re: Show HN: Anonymous Feedback Tool for Teams

#28

Post by bigmattystyles »

Maybe I'm getting old and/or too sensitive, but I'd get rid of the 'on crack' in the flatter hierarchy section. On a practical reason, not everyone will understand what it means, and on another, yes, I too was a kid of the 90s/00s and used that expression, but now I'm in my 40s and the expression is somewhat loaded.

Re: Show HN: Anonymous Feedback Tool for Teams

#29

Post by abadger9 »

the problem I have with this is that I'm a lead in a team of 12 engineers + 1 manager + 2 pm. There's too much bloat and everyone knows it, but the moment I make a succinct argument to the effectiveness of our pm, the director of product will jump in and screw the engineering team. anonymous feedback normally isn't the problem when it matters, it's the structure of the org and powers at play.

Re: Show HN: Anonymous Feedback Tool for Teams

#30

Post by dt3ft »

Employee surveys are never anonymous, even if you say they are. If I get a link containing an ID, it can be traced to me. If I had a bowl of tickets with these links, and was offered to select one (lottery style), only then would I trust in anonymity. Of course, the survey would have to be reachable from outside of the corporate network for all this to work.
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