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Employee survey programs can provide organizations with the unique and invaluable opportunity to link human capital metrics to survey results. This linkage may simply provide specific information about where one works in the organization and who they report to, contain more detailed demographic information (e.g., gender, length of service) or indicate specific performance data (e.g., performance evaluation scores, high potential membership). Regardless of what information is linked to the survey, this opportunity requires that the survey itself provide some identifying information about the individual taking the survey so it can be merged with other non-survey metrics.

However, trust in the process becomes crucial to the success of the survey program. Several standards can be put in place throughout the survey process to assure an appropriate level of anonymity and confidentiality. Concerns about confidentiality also have to do with organizational history/culture and employee subjective perceptions. Generally, employees feel less comfortable as the number of personal and organizational demographic questions increases.