Having an Online presence does give one a sense of online anonymity and gives one a sense of freedom this can enhance the interaction process between an organization and its employees by giving an open forum to discuss issues with a strong sense of truth than if the employees were asked face to face (Allen, 2011).
One of the issues that faces the Organizational Development professional is the challenge of getting a major quantity of feedback that is mired in truth and has nothing held back. Using an unknown identity or alias for this purpose can take out the factors found in the workplace environment and the pressure to conform to socially and/or organizationally established norms.
This allows for active collaboration and the user to openly be creative in their expression upon subject matters cover during these interactions. This new Self-definition in where one can be themselves is in the end very helpful and meaningful for the OD professional with employees not hindered by necessary social graces and the fear of retaliation can get the data they so desperately need (Allen, 2011).
Employees completing anonymous surveys or using anonymous aliases on Organizational forums can expose issues that deal with possible unknown problems with productivity to inter-office lapses of communication between departments that are not uncovered for the fear of being ousted as a trouble maker by management or a snitch by fellow coworkers.
In all, giving employees the option to express their voice(s) collectively in an anonymous way gives them the ability to be Autonomous and shows the organization trusts them enough to go the distance in giving feedback, that was not there before (Allen, 2011). Meanwhile, it also provides a way to learn express, and gain an increased amount of data that was not an option in the traditional sense and free of the constriction of the workplace environment.
Reference
Allen, M. W. (2011). Michael Allen's 2012 e-learning annual (Vol. 54). John Wiley & Sons.
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