[underwater]

I really don't understand the paranoia around employee surveys. In 20 years as both an IC and a manager I've never seen them used in a way other than described.

If your manager wants to fire you they don't need to create a complicated ruse to get evidence that you're unhappy, or that you have opinions or think that they are a bad manager. None of which are anywhere near a justification for firing, anyway.

In fact, at most companies, telling your manager that you're unhappy and looking for work elsewhere is more likely to get you rewarded with a promo or bonus.

[techdiff]

Absolutely, I have a friend who forwards all his linkedin approaches to his boss, just to keep them on their toes. Ahaha.

I've been part of teams and seen exit interview data reviewed openly with names, supposedly anonymous feedback twisted to unmask people and D&I surveys where really personal information has been shared in areas it shouldn't be. But that's just where I've been. I think part of what we're doing is a response to that.

The bigger part of it is rapid, in-the-moment responses to issues impacting the team, clients or partner businesses. Because this ideally works weekly, and responses need to be fast and short, it sort of fulfils a different need than a traditional survey. At least, we're seeing different data back with our test group so far anyway.