How honest would you be in an anonymous survey when your team has four people?

The studio director sent us an anonymous staff survey and asked for honest feedback about our manager. There are four of us in the team. One started last month, one works on a different account and one rarely joins the meetings I’m concerned about.

My manager often changes the brief after we’ve started designing. That alone isn’t my main complaint. It’s that the new direction gets described as something we should already have understood, so nobody wants to ask questions. Last Tuesday, I asked which version of the brief we were using and was told I needed to be more adaptable.

The survey has a free-text box asking for examples. If I describe that exchange, my manager will know who wrote it even if the form doesn’t include my name. If I write only “communication could improve,” I’m not sure anyone can do much with it.

I don’t know who reads the raw responses or how the director plans to discuss them with managers. I want the work to improve, and I also want to keep a workable relationship with someone who assigns my projects.

Would you give the specific example, describe the pattern more broadly or ask about the process before answering? How much detail makes feedback useful without making anonymity an assumption?