In conversations with CNBC, employees questioned the Connections program’s true anonymity along with said they feared potential backlash if they give negative feedback about their jobs along with managers.
“There’s just no way you’re going to answer which honestly without an absolute guarantee which which’s anonymous,” said one person at the company.
Two managers said the feedback through Connections help them running their teams. yet one of them said some people have asked about potential “repercussions” for sharing critical feedback, while the various other said he doesn’t put a lot of importance on the program in general.
Amazon seems to be trying to improve employee engagement with Connections.
In February, Amazon’s People Science team, which was previously known as “WW Operations Connections” along with supports employees along with managers in its operations group (including fulfillment centers), sent out its first pilot newsletter to raise awareness about the program.
within the email, obtained by CNBC, the team said which might hold a monthly webinar called ChimeIn, to give employees “the opportunity to dive deep into Connections along with ask any questions you might have.”
within the newsletter, People Science can be described as a team which “uses employee feedback, science, along with technology to help leaders solve business problems.” According to people familiar with the team, People Science can be part of the HR organization along with closely analyzes Connections data.
In September, Amazon hired Krish Krishnan for the team. Krishnan previously spent over seven years at Microsoft, mostly as part of its artificial intelligence team. On LinkedIn, Krishnan once described his team as a group of researchers, data scientists, along with machine learning experts trying to “understand the sentiment, provide actionable insight in real time, along with enhance the work environment.”
One person involved with People Science said one of the team’s broader goals can be to identify the best employees while reducing attrition. which person pointed out which many tech companies, most prominently Google, have “People Analytics” teams which help turn employee feedback along with data into meaningful HR initiatives.
“You can quantify a lot of these things using data, along with which’s exactly why you want to have a team like which,” which person said.
Still, some employees aren’t sure how meaningful the data through Connections can be. Most managers give regular reviews of the data to their teams, yet some say they haven’t been given detailed instructions on how to evaluate the data.