Are employees honest/responsive?
  • 05 Mar 2021
  • 5 Minutes to read
  • Contributors
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Are employees honest/responsive?

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Hear from 6 Industry Leaders

"I think anonymity is absolute bullshit because it doesn't give me anything."
- Harmeen Mehta, Ex-CIO, Airtel
"Entire organisation knows that none of the business guys would know who is saying what. When we share the report with the business, we will say in your group of the 10 people, this is the data, this is the dashboard, we won't say who's saying what, and if you ever say that, I mean don't even have this bot because you've just given up on the confidentiality."
- Geetha Thiagarajan, HR Leader, Ex-Altimetrik, Ex-Société Générale
"So the idea that I’m interacting with something like Amber and it’s done so well, it feels human, it feels natural, the language is natural. It feels like I’m talking to somebody who is listening to me."
- Terri Bresenham, Ex-CIO, GE
"Employees are confident that their privacy is maintained. Even before the employees respond, there comes a notification saying "These are the people who have access to these conversations. And if you're comfortable, you can proceed with it."
- Magesh M.S., HR Head, Société Générale
"Amber stood out for us because of how it manages confidentiality, you know, the the access is restricted to a few leadership team members, but it's not anonymous, because if things are anonymous, sometimes it can be very difficult to find out more details and therefore, you know, we are unable to take corrective actions."
- Bhavana Kandari, VP-HR, Evalueserve
"There are about, I would say, 40% of the people, who think that Amber is for real."
- Ankur Warikoo, Founder, NearBuy

One of Amber’s core mission is to have people open up to her, be honest with her — trust her.

Honesty

Establishing trust at the workplace is essential and a neutral platform where concerns and feedback can be documented for addressal can encourage honest communication for employees.

Amber's persona has been built to ensure employees feel they are genuinely interacting with a confidant and can share their honest feedback. Watch this video to learn how our customers establish trust with Amber:

This has been possible because of the following reasons:

  1. Most employees desire confidentiality and not anonymity: When Amber reaches out on completion of career milestones, she informs the employees that their feedback will be confidential to encourage honest converations. She's been tuned to nudge employees to elaborate on certain issues that employees would not otherwise discuss face-to-face. For issues that require further discretion and anonimity, Amber's digital colleague Anonymous Bat is an option Amber provides at the end of the conversation for the employee to report without revealing their identity.

  2. Amber comes with an in-built Trust Statement: Trust Statement, which is available at the beginging of every chat, ensures that employees know that the feedback shared can only be accessed by the CEO/CHRO and the concerned HRBP (Admins/Sub Admins), and never with the manager. In addition, inFeedo as a third party organization ensures that these conversations are encrypted and unauthorized acesss is not possible.

Note:
Per our research, we have identified that according to the 80/20 rule, even the 20% who don't open up do share indicators of unhappiness. Hence, it's extremely important to keep fence-sitters/employees with neutral response under your radar.

Response Rate

Hear from 4 Industry Leaders

​​"The data shows that the people are engaging, they are sharing their feelings. The kind of things people have shared, the kind of responses we have received, it’s been phenomenal. It’s significantly higher than the people who respond to any kind of survey."
- Aarif Aziz, GE Healthcare
"I was slightly skeptical as to what would be the participation rate. It’s almost 90 percent. People are comfortable talking to Amber."
- Rohit Sandal, Lenovo
"Our participation rates are upwards of 70-80%."
- Aditya Kohli, Clix Capital
"It (Amber) has personally helped me counsel several people with a range of issues."
- Sonia Fernandes, MediaCom
"So the idea that I’m interacting with something like Amber and it’s done so well, it feels human, it feels natural, the language is natural. It feels like I’m talking to somebody who is listening to me."
- Terri Bresenham, Ex-CIO, GE
"There are about, I would say, 40% of the people, who think that Amber is for real."
- Ankur Warikoo, Founder, NearBuy
"Engagement level was about 85% which means that people had so much to share."
- Manisha Agarwal, Associate Director and Head - People and Organisation, PUMA

  1. Employees love Amber: The typical response rate has been between 60-65% (which is higher than any comparable employee engagement model), and this keeps increasing with time and word of mouth.

  2. The problem of "perceived fear" solved: Conventionally, people may prefer anonymity and hestitate to share their true opinion. However, in Amber's case, global customers like GE wherein they have employees with 40+ years of experience talk to Amber as comfortably as any millennial employee would.

  3. Amber is designed to help employees and has a genuine intent in solving their problems, not picking people out and evaluating performance. Knowing that Amber is a digital bot, we have observed that employees feel secure while sharing their feedback as they know she wouldn't judge them for any of their responses.

  4. Amber reaches out to employees via CEO's desk: As a result, employees have been able to understand the importance. That's why we have observed that employees avoid sarcastic/ junk/ hygiene/ irrelevant answers.

  5. Amber's reach-outs make employees feel special: They are well-timed based on employee milestones and she does not "randomly" disrupt their day or feel intrusive. Additionally, Amber follows up regarding the same in their next chat to check if the feedback has been addressed since the last time they spoke.

  6. Amber has not been positioned as a survey: People feel good that they are not documenting things on a form but are instead speaking to the CXO's representative. They know their feedback will directly go to their leaders.

Note:
In order to build more trust around Amber we will recommend you to please go through our Best Practices mentioned here.