The problem with the survey, is that it's a tool for poor leaders. Poor leaders manage numbers, not people. To them, the survey is just another number to reach, and they lose the real focus, which is meaningful feedback. I'm sure many of you have seen ice cream parties, and huddle telling you how great target is, and then stops after the survey. It's a number game, and they're trying to inflate that number. Again, avoiding meaningful feedback. Target is full of these types of managers, because that's the environment the company fosters.
A strong leader will create an environment where anyone feels safe delivering feedback to them. If your team dislikes something you do, or disagrees, they should feel comfortable to come challenge you. In an environment like this, you don't need an anonymous survey because you've already heard the problems and addressed them.
This is why they bury those results, because they just don't want to see them. They can't comprehend that they are the cause of that dissatisfaction. For 10 years I sat in meetings where the leadership complained and said "oh the Flow team is just always unhappy and they're ruining our scores" and the first thought when my workcenter was in the 90s for satisfaction was "what did you promise them"
It's a mindset bred in the company from the very core, you can't escape it. Your feedback is probably very important and helpful, but to most etls/stl (generalization), they just place no value on it.
