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      "text": "Study participants were unanimous in identifying the need for action as the most important element of a listening program. Clearly, it would not be practical or even desirable to act upon every recommendation made by every employee. But respondents were emphatic that organizations demonstrate that insights from their listening programs be acted upon, and that the collected input could be used to influence future decision making. Without this level of responsiveness, employees will be less likely to participate, viewing employee listening as a drain on their time rather than a potential benefit.",
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      "text": "Source: IBM Institute for Business Value and IBM Smarter Workforce Institute analysis.",
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      "text": "Source, Description, Strengths, Weaknesses; Full anonymity, Company does not know who respondent is, Elicits more truthful responses, Inappropriate comments might be expressed due to lack of accountability; Validated anonymity, Third party validates respondents are who they claim to be, Ensures target population is correct, Inappropriate comments might be expressed due to lack of accountability; Confidential, Company knows who respondent is, but does not reveal the identity, Protects respondents from retaliation, Employees may not trust that responses will remain confidential; Identified, Respondent known publicly, Elicits more careful responses from employees, often leading to actionable feedback, May limit participation and candor",
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      "text": "Figure 10: Different levels of employee privacy",
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