We then operationalised these qualities as a set of design goals-Assured Anonymity, Constructive Moderation, Adequate Slowness and Controlled Access-in the design and development of a secure anonymous employee voice system. Our novel take on the Enterprise Social Network aims to foster good citizenship whilst also promoting frank yet constructive discussion. We reflect on a two-week deployment of our system, the diverse range of candid discussions that emerged around important workplace issues and the potential for change within the host organization. We conclude by reflecting on the ways in which our approach shaped discourse and supported the creation of a trusted environment for employee voice.

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Previous research on employee voice has sought to design technological solutions that address the challenges of speaking up in the workplace. However, effectively embedding employee voice systems in organisations requires designers to engage with the social processes, power relations and contextual factors of individual workplaces. We explore this process within a university workplace through a research project responding to a crisis in educational service delivery arising from the COVID-19 pandemic. Within a successful three-month staff-led engagement, we examined the intricacies of embedding employee voice, exploring how the interactions between existing actors impacted the effectiveness of the process. We sought to identify specific actions to promote employee voice and overcome barriers to its successful establishment in organisational decision-making. We highlight design considerations for an effective employee voice system that facilitates embedding employee voice, including assurance, bounded accountability and bias reflexivity.