What can I learn from this page?
Guidance on how to request feedback about your direct reports outside of a review cycle
Who is this page for?
Feedback is a crucial component of fostering growth and development in your organization. As a people manager, you have the power to request feedback from other employees at your organization about your direct reports. This guide will walk you through the simple steps to initiate this type of feedback request outside of a review cycle.
Complete a request for feedback
At any time, people managers can request feedback from other employees about their direct reports from the Feedback > Anytime Feedback > Requests tile:
1. Click "Request Feedback"
Click Request Feedback to create the request
2. Select A Direct Report
Select a direct report to gather feedback about. Your direct reports display on the right side in a selection list. Find and select the desired person. Their names will be shortened in the selection list display. To expand the display and view the full name of each team member, simply click the arrow at the top of the selection list display.
3. Add Reviewers
Add one or more reviewers by searching for a person's name or email address in the Request From field. Once selected, you will notice default smart reviewer selections. This allows you to add your remaining direct reports or to add the person's own direct reports if they are a manager. Culture Amp will prompt suggestions based on interactions between your direct report and the suggested reviewers, including request or complete feedback between the two people. Reviewers receive a pending task in their Tasks list once the request is sent.
4. Review or Edit Question Template
Your Account Administrator has the option to provide default question templates for peer feedback and upward feedback. If available, the upward feedback default template will be sent to any direct or indirect reports of the individual you request feedback about. If additional reviewers are included, the template defaults to the general-purpose, peer feedback questions.
While default questions may be provided, the template is fully editable be customized based on the experiences and circumstances of the team.
Those requests will trigger an email notification, as well as an action item in the feedback reviewer's Task list.
A draft of the feedback is autosaved so that the feedback reviewer can return to it at any time to complete and submit it. The feedback becomes read-only once submitted.
The feedback reviewer will receive weekly reminders to complete pending requests for feedback until those requests expire 90 days after they're sent; however, the reviewer can dismiss requests at any time by choosing to the Dismiss request option and selecting a reason from the list of options.
5. Update the visibility of your feedback
Manager-requested feedback is visible to the employee's manager, as well as indirect managers, account admins, and HR business partners assigned to your department. By default, the feedback is not visible to the individual you're providing feedback to. If you would like to share the feedback with the individual, just tick the checkbox Also share with recipient option.
Withdraw Manager Requested Feedback
Managers and Admins have the option to withdraw Manager Request Feedback requests. When a request is withdrawn, the task to provide feedback will be removed from the user's task list.
Can responses be edited after submission?
No, at this time there is not a way to edit or re-open the feedback response after submission.
Who can add comments?
Comments can only be added by the manager or the reviewer (i.e not Admins/HRBPs or the subject - if the feedback was shared with them).
Who can view comments?
Comments are visible to the manager and the reviewer as you’d expect, but additionally Admins & HRBPs can see them when they view the Manager Requested Feedback from their Admin view, i.e dossier > open feedback.