Guide
Employee prioritization with ranked voting
Asking employees what they want produces a wish list. Asking them to rank produces a priority order you can budget against — and it holds up better when you have to say no to something.
- Use it for benefits, policies, tooling, and workplace investment
- Keep ballots confidential and report aggregate only
- Set a response threshold so small teams stay unidentifiable
Protect anonymity properly
In a team of six, a per-person breakdown identifies everyone. Ravo hides results entirely until the group's response threshold is met and never exposes an individual ballot. Do not ask for names, departments, or free-text that can re-identify someone.
Separate facilitation from authority
Give the person running the vote a facilitator role rather than making every manager an admin. Facilitators can create and close votes; they still cannot see who ranked what.
Commit to a use before you ask
State up front what the ranking will influence and what is already fixed. Nothing suppresses participation faster than a prioritization exercise whose result visibly changed nothing.
Interpret with care
Results represent the employees who responded, not the whole organization. Report the response rate alongside the order, and treat a low-turnout result as a conversation starter rather than a mandate.