Anonymous voting changes what people say. When employees vote without fear of judgment, HR teams get the real data they need to make decisions that actually improve the organisation.
Start free →When employees know their vote is private, they answer honestly. Choosing between benefits packages, responding to a company policy change, or flagging concerns about a process — anonymous voting consistently produces more accurate results than any format where responses can be traced back to a person.
When the hiring manager expresses an opinion before the panel votes, everyone else adjusts. Chooseday lets each panel member submit their vote before seeing anyone else's. The aggregate result reflects genuine individual assessments. Stronger hires, less groupthink.
Rather than a binary yes/no, Chooseday lets you structure a pulse check with specific options — each with a description. Employees can choose between concrete alternatives, and the result is a structured data point you can bring to leadership with confidence.
When employees vote on benefits or policies, they're more likely to accept the outcome — even if their choice didn't win. The process itself builds trust. Chooseday gives HR teams a documented audit trail showing that the decision was made through a fair, inclusive process.
After each interview round, send the panel a Chooseday link. Each interviewer rates the candidate on key criteria or votes on whether to progress. Responses are anonymous from each other — you see aggregate hiring confidence, not a race to match the senior interviewer's view.
Present two or three benefits options with full detail on each. Employees vote anonymously. The result gives you clear data on employee preferences — far more useful than a town hall where the loudest voices dominate the conversation.
Before implementing a major policy change — remote work days, new expense limits, dress code — run an anonymous vote to gauge real employee sentiment. Even if the final decision is top-down, showing that you asked improves trust and adoption.
We ran our benefits vote on a Google Form before and got 40% completion. Moved to Chooseday with anonymous mode — 91% of employees voted in 3 days. The anonymous option made all the difference. People actually participated because they trusted it.
When anonymous mode is enabled on a decision, individual vote choices are hidden from everyone — including the decision creator. Only the aggregate result is visible. Voters are still required to participate (the system tracks that they voted, not what they chose) so you still get participation data without individual responses.
Yes. After interviews, create a Chooseday decision for each candidate and ask panel members to vote on whether to progress, offer, or pass. Anonymous mode ensures each interviewer votes on their honest assessment without being anchored by what the hiring manager thinks.
Chooseday works well for short, structured pulse checks — like "should we change our remote work policy?" or "which benefits option do you prefer?" For longer, multi-question surveys, a dedicated survey tool may be more appropriate. Chooseday excels at single-question decisions with multiple structured options.
Create a decision with each benefits option as a choice. Add a description to each option with the key details — cost, coverage, eligibility. Share the link with employees and set a deadline. Results give you a clear, documented employee preference that you can bring to leadership.
Anonymous, structured, and documented. Free to start.
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