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Deciding which performance questions are shareable


When building out the performance cycle process, Account admins will decide which questions managers can share with their direct reports for peer feedback, upward feedback, and manager reviews. You can select some or all of the questions to be sharable. Keep in mind, when feedback is shared with direct reports, the feedback will include the reviewer's name. 

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Which questions should be shared? 

Knowing what to share can be confusing but we have a simple heuristic to help you. In short, share qualitative feedback directly, but not categorical/rating feedback. Qualitative feedback will help the employee learn and grow, or create a sense of accomplishment. While rating/categorical feedback is better shared through a conversation. This is because rating feedback, or any that places employees into categories, puts employees into a fight or flight response. In turn making them less likely to digest the useful feedback, as well as more likely to get into a fixed mindset (“I am a 2 and always will be”). By sharing qualitative feedback, you can instead answer the growth mindset question of “what can I do to improve?”

Examples of qualitative feedback that can be shared directly in the platform:

  • Responses to "How has this person progressed over [insert time frame]?"
  • Responses to "Over [time frame until the next cycle], what’s one thing this person could improve upon or get additional coaching on?"

Examples of rating/categorical feedback that should be discussed outside the platform:

  • How they were categorized on "Overall, how would you evaluate this person's performance?"
  • How they were categorized on "This person is ready for promotion today."

For all templates, but especially peer and upward feedback, we recommend including at least one question that will not be shared with the employee. This will give others the chance to raise feedback that they don't want to be shared with the employee directly.

How does sharing work?

  • Account admins must select questions for sharing prior to the performance unit going live
  • Account admins must turn on the sharing feature for feedback or manager reviews to be shared
  • Peer and upward feedback can be shared separately from manager reviews, or altogether
  • Once the sharing feature is enabled, Managers, Account admins, and HRBPs will have the ability to share
  • Managers will be notified in their task list when sharing has been turned on; however, they will not receive any system-generated communications

Why we believe in attributed feedback

While individuals may perceive anonymous feedback as more useful, in high-stakes situations such as a performance review it is important for individuals to be able to seek clarification on feedback. Attribution also helps to eliminate the potential for bias in reviews, as individuals are less likely to give overly favorable or negative feedback if their name is attached to it. Attributed feedback has also been shown to result in greater evidence-based and conscientious feedback.

Research suggests that attributed performance-related feedback may enhance the longer-term behavioral implications of peer assessments as well, such as a greater sense of camaraderie and culture of feedback. Whereas anonymity may hinder the development of a culture of feedback within an organization. 

Our People Science recommendation is to make feedback for performance attributed. However, we understand that this may not be appropriate in all situations. Therefore, PS proposes attributed and shared feedback as the default best practice for customers, with the option of providing private, manager-only feedback as well.

 



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