Feedback
Transparency as standard
Feedback is not an annual event. It is collected continuously, so there is nothing to catch up on at review time.
- Praise happens in the kitchen and disappears.
- Criticism arrives at the annual review, when it is too late to act on.
- 360° feedback runs in a survey tool nobody trusts on anonymity.
- Kudos are visible company-wide and stay on as review evidence.
- Constructive feedback follows the situation - behaviour - impact (SBI) structure, so it sticks to facts.
- 360° runs on behavioural statements and is aggregated anonymously.
What you get
Kudos
Short recognition visible to the whole company, tied to a real situation.
SBI structure
Situation, behaviour, impact - feedback about facts, not personality.
360° feedback
Behavioural statements with a wording-based frequency scale.
Anonymous aggregate
Results appear only from 3 respondents and never with identity.
Respondent selection
Respondents are chosen from people who actually work with the reviewee.
Review evidence
Everything attaches itself to the review form.
Related features
A dialogue from self-review to agreement, with a year of evidence attached automatically. Part of the platform - not its definition.
1:1 check-ins, kudos and structured feedback. The system turns good intentions into habits.
Anonymous eNPS pulses, 360° and mood from 1:1s. You know what the team thinks before you read it in a resignation.
It makes most sense on your own data.
Let's take 15 minutes and walk through it together.
A sample company with data, opens right after a short form.