When you create a new 360° feedback survey you can decide the level of anonymity for that survey using the "Anonymity" option:




You can also define the anonymity setting as a policy to be used for all surveys in your organization. If you want to define that kind of policy, go to the 360° Surveys settings page, and configure the "360° Survey Anonymity" section:





Note that changes to this anonymity policy will only apply to surveys you launch after the policy is changed. Surveys already created will not be affected and the settings defined at the time the surveys were launched will apply.


Anonymous surveys


To launch an anonymous survey, make sure you do not select any of the checkboxes that allow the manager or people with HR privilege to identify respondents.


In some organizations, employees are very concerned about anonymity and want to be reassured that all their answers will be completely anonymous. Some employees may even want to know exactly how each of their responses will be presented in the final report. In those cases it's extremely important to properly communicate how the 360° feedback process works, how the feedback will be used and how the anonymity of respondents is guaranteed. Employees will not feel comfortable providing feedback if they do not trust the system.


In these cases, make sure you use 100% anonymous surveys. This type of survey will never identify individual responses with the name of the respondent.

 

Surveys that allow the managers to identify respondents


In an organization with a culture that promotes and values trust, collaboration and openness, anonymous feedback is not necessary or even desirable. In such an organization, employees are used to openly providing constructive feedback to peers and managers and a more open 360° process should be implemented. Feedback should still be confidential and only the manager of the person being reviewed should be able to identify individual respondents.


In this case, you can select the "Managers can identify respondents" option. This type of survey will allow only the managers of the person being evaluated to identify individual respondents.


Surveys where HR can identify respondents


If you want to keep feedback confidential but still have the ability to eventually see who provided specific answers, you can select the "Users with the HR privilege can identify respondents". Only people with HR privilege can see individual respondents if you use this type of survey. 


Note: Make sure you pick the one that applies to your situation because this can not be changed once your survey has been created.


Surveys where the person being reviewed can identify respondents


If you want to have a survey where the person being reviewed can identify the respondents, use this option. In this case, if you launch a 360 survey to gather feedback on Justin, say, and you select this option, once the 360 survey is shared with him, Justin will be able to see the individual responses and identify who they came from.


Important note about Respondent Groups


For Respondent Groups there are two particular users who are special when it comes down to identifying the respondent.


  1. Self
  2. Manager

The self-review will always be identifiable as such in the results with a clear label stating "(self-review)".  This cannot be changed and the reason is that the individual being reviewed knows what he/she wrote about themselves, and as such it does not make much sense to hide this from the report.


The Manager is not hidden either, and it's clearly displayed in the report with the suffix "(manager)". If you want to remove this all you need to do is deselect the Manager user from being marked as Manager under the Respondent Group.  Do this as displayed below:


Once you remove the respondent as being Manager, the report will no longer identify the manager's response.


If you want to know what happens when a privileged user is the person being reviewed please refer to What happens if an Administrator (or user with HR privilege) is reviewed with a 360 survey?