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Agile Performance Management Company Pay Compliment Launch an Anonymised Feedback Capability to Remove Fear of Reprisal for Employees Who Speak Up About Issues and Abuse

Motivated by daily news of #metoo situations and noticing little progress in the area of removing bias in global workplaces, Pay Compliment launch Anonymised feedback so that workplace issues can be raised and resolved whilst fully protecting the identity of those reporting them.

Sydney, Australia, March 08, 2018 --( Real-time performance management company Pay Compliment announce the launch of anonymised feedback to protect employees from fear of reprisal for speaking up about issues at work.

Anonymised feedback (where the identity of the contributor is withheld from view) offers a balance between maintaining individual accountability for observations, and yet being safe for employees to say what they see.

Unlike traditional anonymous feedback, anonymised feedback provides an organisation with a means to dialogue any issues that are raised whilst continuing to maintain anonymity by using the conversational aspect of the Pay Compliment platform. Such follow up may ultimately lead to sufficient trust being built to progress issues person to person or to continue to resolve matters at arms length.

“Like most organisations we’ve been shocked by the prevalence and magnitude of #metoo reports involving employees mistreatment by people in positions of power,” says David Perks, CEO of Founder of Pay Compliment.

Commenting on the motivation for the feature Perks said,“‘We wanted to provide a totally trustworthy facility for any sensitive matter to be raised in real-time and in a way that is actionable.”

“Employee voice is being suppressed in a multitude of different situations not just those making the headlines,” Perks said.

“Our analysis of feedback patterns in the data we've studied shows that males are highly reluctant to express their issues in the workplace to someone more senior, and that women are many times more likely to report upwardly if their boss is another woman,” he added.

“Bias, or fear of it, definitely plays a role. We think anonymised feedback in employee voice situations, much like the growing use of blind resumes in recruitment may be necessary in some environments in order for people to be treated fairly,” Perks explained.

Pay Compliment note that employers claiming to offer their employees anonymity need to be certain that is really what they’re providing, pointing out that;

System administrators often have access to privileged information
Databases may not encrypt information leaving it is readable by data analysts
Application administrators might have power user access that reveals identity, and
Applications themselves may leave a trail of clues such as exports, filter values, API's, search parameters and so on

“We’ve looked at every place that identity might be available or discoverable on our platform and removed any trace of it for anonymised feedback,” Perks remarked. “That makes the platform safe for scenarios like whistle blowing, leadership reviews, culture surveys, polls, exit interviews and other high sensitivity events,” he added.

With the introduction of anonymised feedback Pay Compliment now offer 9 modes of feedback to maximise the choice that employees have in how they wish to interact with their peers, managers, departments and the organisation as a whole on matters of people, culture, performance and values.
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Pay Compliment
David Perks
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