Real-time feedback is the ability to proactively ask for feedback to celebrate, learn, and improve whenever you feel like there's a good moment for it. 

Instead of waiting to receive feedback during scheduled performance reviews, you can ask for feedback immediately after meetings, presentations, or other important work-related events.

For more information, read more on our blog about being open to receiving feedback, the benefits of feedback, and tips on the types of questions to ask

How to use Ask For Feedback

You can ask for feedback from your colleagues anytime by clicking the green "Ask for feedback" button under your name in the lower-left corner.

You can also ask for feedback from the detail page of the goal or objective you would like to receive feedback on, click the button in the upper righthand corner of the screen, "Ask for feedback."

Step 1: Select participants and privacy settings

Select who you want to receive feedback from in two ways:

  • Search their name in the search bar
  • Click on the group icon for a pop-up window where you can view and select users by alphabetical order, in teams, or by hierarchy.

Remember to select people you have been worked with closely so they would give you meaningful feedback.

Optional: select 'add self-assessment' to include a self-assessment

Tip: you cannot add new people to an existing feedback request once it has been sent so choose your colleagues carefully!

The privacy settings on who will have access to feedback and whether it will be anonymous or non-anonymous will be in line with your company-wide settings. If you have any questions, you should reach out to your HR or People team.

Step 2: Explain why you are asking for feedback

Give your feedback request a title and provide a description for your colleagues.

Choose a title for your feedback request that lets your colleagues know what you are asking for. For example, you can include the name of a project or a subject of a meeting you just had, like 'Feedback on June Retrospective'

Provide a description for your colleagues on why you are asking for feedback and how you will use it. Ideally, it should include the following:

  • what you hope to get out of this feedback request (e.g. "I am hoping to get some feedback on my recent presentation");
  • how this feedback will help you in the future (e.g. "I would like to hear your thoughts in order to improve my presentations in the future");
  • if and how you will follow up on the feedback received (e.g. "I will use this feedback to inform my manager in the 1-on-1 meeting this month"):

Step 3: Feedback Questions

Select the questions to include in your Feedback Request. You can include topics from the Competency Library of your organization, custom topics, or both.

Tip: Real-time feedback requests are meant to be short check-ins done frequently, so we suggest choosing three to four questions at most.

Custom questions

Select 'Add custom question' and type in your custom question.

Topic Library Questions

Select 'Add question from library' and select the topics that you would like to receive feedback on.

You have the option of selecting from skills and competencies as well as individual goals and objectives.

Options for Questions

There are several different options for questions for you to decide on and you will need to make the selection for each question.

Self-Assessment Alternative: You have the option to re-write the custom question or the Topic Library question to be more personal.

Example:

Question: This person displays our company value of 'Put People First' on a regular basis.

Self-Assessment Alternative: I display our company value of 'Put Pople First' on a regular basis.

Answer Types: Select the answer type you want per question. Keep in mind what sort of information you want to get out of the question to help you decide what kind of answer to choose.

  • Score from 1 to 8 (rating scale)
  • Multiple-Choice
  • Open-ended answer

The rating scale will be in line with your company-wide settings and may be different than the 1 to 8 scale shown here. If you have any questions, you should reach out to your HR or People team.

Ask for a comment: Select if you would like to ask for a comment - this is available only for rating scale and multiple-choice answer types.

Mark as required: Select this if you want the question to be mandatory. The feedback giver will not be able to submit their feedback request if they haven't completed this question.

Step 4: Finish and Send

After double-checking participants, communication, and questions you are ready to ask for feedback! Scroll to the bottom of the page and click 'Send'.

Notifications about the request will be automatically sent to your colleagues. Once people have given you feedback, you can see your feedback in a feedback report. Keep in mind that feedback requests do not have deadlines, so you may want to follow up with your colleagues.

Note: Once a feedback request has been sent it cannot be edited, please make sure it is correct before pressing send.

Did this answer your question?