Confidential surveys are best practice for Engagement Surveys or any survey for which employees may be less likely to share their honest opinions if their identities were revealed.
The following types of surveys are best when confidential:
Engagement check-in or follow up surveys
Pulse surveys about any topic for which employees may respond differently due to social norms, fear of retaliation, or other consequences if their identity is known, such as surveys about Diversity and Inclusion
Surveys in which data analysis is conducted at the group or organization level and you do not need to take action at the individual level or follow up with individuals.
Attributed surveys may be valuable when:
The topic or feedback that you're soliciting feels relatively "low stakes"
You may want to follow up with individuals on their feedback:
An attributed New Hire survey would allow you to immediately address gaps in a new hire's experience. If you include the question "I have the materials and equipment I need to do my job" in a New Hire Survey, you can quickly and easily follow up with anyone who doesn't have the proper materials yet.
An attributed Exit Survey would allow you to ask employees if they would consider working for your organization again, which would allow you to consider these employees for positions in the future.