Could This Tool Eliminate Sexual Harassment?
We think so!

Although the original intent of the tool was to help individuals and teams improve their performance, additional Yes/No questions could be added to accomplish other objectives. An example would be to ask the question "Does this person treat members of the opposite sex inappropriately?" If the HR department initiated feedback requests to their employees using our Corporate Edition, they could optionally add questions such as this. In that case, the HR department would see the quantity of responders who answer Yes and No for each requester.

Anyone who has ever worked at a large corporation has most likely had an encounter with an employee who frequently treats others inappropriately. Even if this behavior is witnessed, it is typically not reported to HR. One reason might be because employees know that if they report such behavior, then HR is going to launch an investigation, they will need witness statements, and that person could end up being fired. Most people would rather say nothing and wait for someone else to speak up.

The feedback request tool changes the entire paradigm. If someone was unwilling to report an incident, they might be willing to answer "Yes" to a question on a semi-anonymous survey (knowing that HR would only see the quantity of Yes and No responses; not the individual responses). If several respondents say one person is behaving inappropriately, HR can provide coaching to that person and notify them that if future responses indicate a pattern, then disciplinary action may be necessary.

The HR department would not see the responses to the adjectives. We feel that it is important that responses are only viewed by the individual to whom the feedback applies, because Responders are unlikely to provide honest feedback if they know their answers will be viewed by anyone other than that person.