Scenario:
Human Resources departments often fail to identify real concerns of employees because they are never volunteered: such concerns may be either too minor to bother mentioning or, at the other extreme, too sensitive to comfortably mention. Employees end up leaving the firm or continuing wrong action due to misunderstandings that HR really could have helped them resolve had they only been disclosed.
Anonymous "drop boxes" can be effective, but only if employees make honest suggetsions and HR acts on them in due time; that balance usually fails in large firms. QR adds the advantages of automatic categorization, so HR can quickly see when major issues arise, plus accountability on both ends: if a large group starts to build up, HR can't ignore that fact, but also needs the active cooperation of members of that group to reveal the issue so it can be resolved.
Imagine that you are employed in a mid-sized firm and are wondering (as are many others) why a certain part of the office was completely redone ... yet you don't want to just post that (even anonymously) unless there is a threshold of others with similar thoughts.
Your Message:
Sample Network:
Here no one can deny there are two large issues that employees have on their minds. It turns out that they have something to do with employee compensation and office remodelling, but HR would have to schedule meetings with the members of the groups to discover that. This is superior to relying on individual employees to come forward due to safety in numbers: one is much more likely to expose a thought if it is known to be shared by many co-workers.
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