Feedback

This guide covers requesting and answering structured, 360-degree feedback about an employee.

Purpose

A single manager's view of someone's performance is only part of the picture. Feedback answers: "What do the people who actually work with this person think?"

Requesting Feedback

A feedback request is built around one subject employee, and can gather input from any combination of:

• Their reporting manager.
• Colleagues — employees in the same department.
• Subordinates — the people who report to them, if they manage anyone.
• Anyone else added manually.

Each request uses a reusable question template, made up of questions in five styles: plain text, a rating, yes/no, multiple choice, or a scale. A request can also ask participants to comment specifically on one or more of the subject's key results, not just general questions.

Requests can be created one at a time, or in bulk for a group of employees at once — automatically pulling in each person's manager, colleagues, and subordinates according to whichever of those groups is selected, plus anyone added manually.

Answering Feedback

Anyone included in a feedback request answers the same question template. Once submitted, an answer can't be edited — feedback is a point-in-time read, not a living document.

Recurring Feedback

A feedback request can be marked to recur automatically on a schedule — every set number of days, months, or years — so a regular review cycle doesn't need to be manually recreated each time. When a cycle comes due, the system generates the next round on its own.

Sharing Feedback with More People

After a request is created, more participants can be added to it later, without starting over.

Anonymous Feedback

Separately from the structured 360 process, anyone can submit free-form anonymous feedback — general, or about a specific employee, department, or job position. It's a lighter-weight channel for observations that don't need a formal request behind them.

What Each User Sees

Action	Employee	Reporting Manager	HR Administrator
Answer feedback they've been asked for	✅	✅	✅
View feedback about themselves	✅	✅	✅
Request feedback about someone	—	✅	✅
View feedback for their team	—	✅	✅
View every feedback request company-wide	—	—	✅
Submit anonymous feedback	✅	✅	✅

How Visibility Is Decided

1. Being involved. The subject, their manager, and anyone listed as a participant can always see a feedback request.
2. The reporting line. Without a broader permission, a manager can create and view feedback for their team.
3. Permissions. Broad permissions grant company-wide visibility and the ability to request feedback about anyone.
4. Company. Feedback requests belong to the company of the employee they're about.

Customization Options

• Question templates are reusable across as many feedback requests as needed, mixing any of the five question types.
• Who's asked is fully configurable per request — any combination of manager, colleagues, subordinates, and manually chosen participants.
• Recurrence is optional and configurable per request.

Good to Know

• A feedback request isn't a one-to-one review. It's a single request that can gather input from several people at once, each answering independently.
• Anonymous feedback is a separate, simpler channel from the structured 360 process — it isn't tied to a question template or a specific requester.
• Once submitted, an answer is final — feedback captures a moment in time rather than an editable ongoing conversation.

More voices, a fuller picture.