Regarding the anonymous point:
1) The managers know it's not anonymous.
2) You know the managers know it's not anonymous
3) The managers know that you know that they know it's not anonymous
6 replies (most recent on top)
What's interesting to me is based on the comments regarding issues with leaders/managers that some posters are expressing is that Standards of Care is not being applied across the board like Fidelity would like to see. Personally, I think it's admirable to attempt something like Standards of Care but impossible to achieve 100% participation as there are many personalities, insecurities spread among the thousands of employees within Fidelity. Most of the leadership I've encountered has been great with the exception of 1- of course that person has climbed the ladder which is a shame as he clearly did not embrace the Fidelity culture, many on the team quickly got off the team.
It’s anonymous in the sense that your manager doesn’t know which responses are yours. I’m a people manager. I receive an online report from the third party company who provides the survey. NOT a spreadsheet. No one tells me who took it and didn’t take it. I only see aggregate ratings. I do see the open-end responses. I would not recommend you write something with the tone of what a lot of you write on here, “my snake manager plays favorites.” If you wrote something truly problematic it could be traced back to you I’m sure by HR. And your manager may know it was you because they recognize your style. Think about the constructive feedback you’d really like to give your manager so they can improve, and write it in a way that sounds professional.
@bb no, the Veeps get spreadsheets so they can rag on those that refuse to complete them. Why do you think they require abadges?
Are these surveys anonymous ?
It’s once a year in May.