[happiily]

"No amount of anonymous feedback is going to fix a poor relationship with your boss"

If a relationship has become truly broken, it's unlikely our system is going to fix it. In that case, you might be right that the person should seek employment elsewhere.

But there are many scenarios by which the relationship can be improved by anonymous feedback. Keep in mind that a lot of the feedback managers tell us they get are based on feedback about systems, tools used, company policies and the like.

We've built (and are building) a follow-up mechanism to try and ensure good feedback doesn't go ignored and that the downvoting you speak of is actually transparent in the system.

If you try our service, you'll see that the feedback is in fact both ways. Managers can reply, ask follow-up questions, mark the issue as resolved and so on. Likewise, the employee can reply and do the same.

Not everyone wants to leave or feels they can leave (in this economy). They want a mechanism to try and fix something without fear of retribution. That's what we're trying to provide.

[dutchbrit]

Giving feedback is always better in person I find, mainly because giving feedback in person (not to be mistaken with criticism) allows you to have a fluid conversation, your boss will also appreciate it more, you show you really care and you have the balls to go up to him. People get promoted that way. It's just more "relaxed" and your boss will take it more serious.