[thisisit]

Congrats on your startup.

I had a question - From my personal experience the difference between a normal feedback (someone asking you directly) vs an employee survey are framing and scope.

For example, questions asking feedback on "leadership". Most people, specially freshman, care about feedback on the guys they are reporting to - it can be a lead, manager, director etc.

But the surveys tend to gauge all levels - project leads, managers and then company executives. So they put in questions like -

do you feel you get timely feedback? do you feel people are held accountable? do you feel you understand company vision?

etc.

Everyone attributes these to different people in management but then the HR tells them otherwise. This causes a lot of people to be disillusioned by the surveys from the time they start the careers.

How do you tackle this issue in your product?

[shihabmdp]

Thank you so much. I do agree with asking a different kind of questions to get feedback on different insight

Another way to handle this issue is to segment your employees to multiple lists. Create different surveys for each level and you can be little more accurate. Say for freshmen you can have a list, while for your directors another list. Automate the different surveys. Finally, analyse the result from different perspective