Anonymous feedback / Retroalimentacion anonima

Why is Anonymous Feedback better?

To address this issue, let us start with the definition of this concept.

What is anonymous feedback?


We recognize as an Anonymous Feedback the process that provides, to a group of people in the organization or in a specific area, information about the behaviors, attitudes, actions, strategies and styles that are being used and implicate or favor the ideals of communication and the pursuit of a common goal,with the exception that it is done tacitly and not exclusively or in a general manner in order to make a proposition to all people, so that a specific reference to a person or situation is not done and therefore concerns all of the people. This promotes the collective awareness, the decision making, the teamwork, the permanent evaluation and screening with the purpose of improving the situations that come along.

While personal feedback is important because it allows to discern those specific areas where there are shortcomings or even individual abilities, it is considered that the anonymous feedback is better, because it publicizes without disclosing the actor or generator of the event, those circumstances that may be altering certain processes or instead may be favoring them, in order to determine the weaknesses and strengths and make a plan of action to improve any situation.

Moreover, although we know that personal feedback allows the individual to have a better awareness of the events that are being promoted towards improvements to the level of his personality and attitudes, to do so anonymously, empowers everyone in the team to work on tasks that will tend to:

* Identify everywhere contingencies that occur, so that events that are detrimental to the standards and the policies that are set to achieve a common goal, will not be present in the future.

* Keep track of those same circumstances which, though perhaps generated by a person, are multiplied to the whole team so as to have continuous improvement.

* Propose strategies, both from the person who makes the feedback (and knows the actor) and from the team, in order to continue doing continuous work that will allow to progress on the path to the stated objectives, whether at the level of production or in achieving success in the work area or in the company.

It is a good strategy that can be implemented by Human Resources in both primary groups, or in performance and evaluation meetings. In the case of failures there will be no blaming, in case of achievements there will be no praise.The goal of Anonymous Feedback is not to favor a particular deed but a common good.


Clarity Wave makes sure to keep all the data that could potentially identify any of our participants’ answers completely anonymous.

Schedule a demo to see exactly how we do this.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

Rotación de Personal

5 Tips to reduce staff turnover

In business today, you must have a concrete plan in your policies, especially for the Department of Human Resources, so as to have a staff as stable as possible and avoid high turnover of personnel, since this is not good for the organization, as this represents an economically significant loss, costs incurred in the selection process, bonding and training, money that can be used in other investments.

So, how can I reduce my company’s employee turnover rate?:

Here are some tips that you can apply from your Human Resources Department that can help you to reduce these high percentages.

1.-Appropriate selection process:

The goal is not to recruit desperately, regardless of the circumstances of time or production that are being presented. When the selection process is done adequately, the staff that arrives is ideal and has the ability to empathize immediately with the policies and requirements of the company and the position. This is a fundamental first step so that the staff turnover is not so widespread.

2.-Propagandize the company:

It is essential that the new employees are aware of both the corporate identity and its mission, vision, principles and strategies, and what you want to achieve with the permanence of new employees. This also creates a collective and individual consciousness with regards to each from their awareness and their ability to give their best while remaining connected to the organization.

3.-Improving conditions:

If you are having a constant rotation, it is good to evaluate all job conditions so that people feel comfortable in the workplace. To name a few, may be reconsidering the jobs, the dining room and common areas, offices, lighting and equipment, the system of wages and compensation so that the employees feel their job is well paid, incentive plans, work achievements and recognition, employee suggestions through a mailbox and

4.-Optimize Teamwork and communication:

This provides an excellent work environment, even if some tasks are the exclusivity of some individuals. Rotation often takes place due to bad work environment and for not being comfortable with their peers and superiors. This includes promoting integration spaces, events, tournaments.

5.-Work leveling:

Create a good inventory of Human Resources in order to level workloads.

It is sometimes better to have two people in a specific work than hiring more staff to do an overload of their activities.

We know that staff turnover and intransigence are not a good sign in terms of finances and stability for the company, therefore, we must have a continuous assessment of these issues for a gradual improvement of these conditions.


Our EPIC™ system by Clarity Wave is designed specifically to help companies optimize their communication and teamwork through a “real-time” series of highly targeted surveys within a gamified system that ensures higher engagement from the staff.


If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

The importance for all employees to understand and share the vision of the company

Every business has a vision as well as a mission and objectives, but the vision has an important role that, in most cases, not even the employees know about it.

The importance of sharing the vision of the company

Precisely we have created this space in order to discuss the importance of employees having the knowledge of the vision,and of the power that comes from sharing it. Let us recall that the vision is the projection that the company has at medium or long term in what it wants to achieve; the vision is the “what we want to become,” pointing to a desirable goal to be achieved in a period of time.

When employees don’t know the vision of the company, all their labor potential focuses solely on personal fulfillment, ie, the achievement of their own ideals; working towards their own benefit and living day to day, probably because their efforts are rooted only in economic rewards and not as part of the benefit that the company can get.

So, we find two very important elements:

* Motivation:

It’s the task of the company and particularly of the Department of Human Resources, to present the vision of the company when the candidates are in the completion of the selection process. This creates an identity, then a motivation that allows them to look “together towards the same goal”.

* Productivity:

Is the result of the above, since with sufficient motivation the employee refines his work in order to perform optimized work looking for the company’s vision without neglecting his own. Therefore, this represents great benefits for the company.

Thus, we find that employees do not work blindly, like orphans, but have a fundamental tool that allows them to trace a particular objective, which added to the group’s objective that forms the company, allows them to reach the desired port. But it is not only taking them separately, but of promoting a culture where everyone is able to disseminate and propagate the vision and is encouraged to share it with the rest of the team, their own area or department or even other areas, so that they are fully aware of the vision and what the company is really looking for, so that all that synergy will result in obtaining the planned goal.

Sometimes we know that some employees show little interest for this and perhaps see it only as a very nice set of words hung on the walls of the company (it is also important that the company has a very well thought out, strong and viable vision and not ethereal stuff) but when we understand the importance that they know of the vision, we’ll know that everyone is looking at the same point. To learn more about whether your employees are really motivated to knowing and sharing the corporate vision, our organization ClarityWave has an excellent service that will allow you to have excellent results based on a tool of perception, and knowing how your employees will handle and disseminate the vision for mutual benefit. Contact us and we will give you the necessary advice. We are ready to give the best answer to your request.


If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

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