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At a huge org like a big 4 you can take any claims of “confidential answers” at face value. The people doing RIFs probably don’t even talk to the survey team in your HR org. At a boutique I wouldn’t trust anything is a secret
I have always been honest, and there were no repercussions; it was a different climate even a year ago though, so take that with a grain of salt.
Once, about a decade ago, all people below manager in my region got called into a workshop to figure out why we had "lower" comparative scores on things like what you're describing - I took the opportunity to point out some of my answers were accurate and contributed to what they called a low score, but the real issue was the assumption behind the question, and not the response. For example, there was a question to the effect of "I've been given opportunities from other practices/teams." Yes/No. I said no, which they considered a negative, but I was a specialist on a specialist team - the question assumed I wanted or needed to work on other team's/practice's projects, but I didn't.
I received a personalized interview from talent in regards to my anonymous responses to a survey. They lie unfortunately.
Rising Star
I never see an upside to these things
Chief
Depends on company size.
Depends on company size. For smaller firms, execs can definitely filter on a few fields and get a pretty good idea of who said what…