Feedback Questions
The three core platform questions that measure peer satisfaction, work quality, and collaboration.
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Mistvine uses three focused questions to capture meaningful peer feedback. These questions take less than 30 seconds to answer but provide months of predictive insight about team dynamics, performance trends, and retention risks.
Question 1: Peer Satisfaction Measure
"How disappointed would you be if [person] left the team?"
Response Options
- Very disappointed
- Somewhat disappointed
- Not disappointed
What This Reveals
| Insight | Description |
|---|---|
| Peer Value | How much colleagues value working with this person |
| Team Impact | The person's contribution to team morale and effectiveness |
| Interpersonal Relationships | Quality of working relationships and team dynamics |
| Cultural Contribution | How well the person enhances the team environment |
Why This Question
Rather than asking directly about performance, this question captures the emotional and practical impact of losing someone. It surfaces hidden high performers, team dependencies, and early warning signals when multiple people are "not disappointed."
Question 2: Performance Quality Metric
"How often does [person]'s work meet or exceed quality standards without requiring revision?"
Response Format
A percentage slider from 0% to 100%.
What This Reveals
| Insight | Description |
|---|---|
| Consistency | Identifies who delivers reliable, high-quality work |
| Training Needs | Pinpoints who needs additional support or skill development |
| Promotion Readiness | Highlights consistent high performers ready for advancement |
| Process Issues | Patterns across teams may indicate systemic problems |
How to Assess
Consider work you've directly reviewed or that has affected your own work:
- Did deliverables meet requirements?
- Was rework needed?
- Were deadlines met with quality intact?
- Did the work require significant review cycles?
Question 3: Collaboration Health Check
"How often does [person] demonstrate behaviors that enhance team collaboration?"
Response Options
- Always
- Often
- Sometimes
- Rarely
- Never
What This Reveals
| Insight | Description |
|---|---|
| Team Dynamics | Identifies collaboration champions and potential silos |
| Cultural Fit | Shows who embodies your collaborative values |
| Leadership Potential | Strong collaborators often make great future leaders |
| Conflict Early Warning | Low scores often precede team conflicts |
Follow-up: Observed Behaviors (Optional)
"Which specific behaviors have you observed?"
- Shares knowledge proactively with team members
- Builds bridges between different perspectives
- Removes barriers for others to succeed
- Creates psychological safety in discussions
Selecting specific behaviors provides concrete examples that can be shared in feedback conversations.
The Power of Simplicity
These three questions take less than 30 seconds to answer but provide months of predictive insight. Their consistency across all employees enables powerful analytics, trend detection, and early intervention opportunities that prevent costly turnover and performance issues.
Providing Good Feedback
Be Honest
The value of feedback depends on honesty. Sugar-coating concerns or inflating ratings helps no one.
Be Fair
Rate based on what you've actually observed, not reputation or assumptions.
Be Consistent
Try to apply the same standards across everyone you provide feedback on.
Consider Context
If someone is new to a role or dealing with unusual circumstances, factor that into your assessment.
How Feedback is Aggregated
Individual responses are never shared directly. Instead, Mistvine aggregates feedback to show patterns:
- Peer satisfaction is shown as distribution across response options
- Work quality is shown as an average percentage
- Collaboration frequency is shown as distribution across response options
- Observed behaviors are shown as percentages of observers who selected each behavior
This aggregation protects individual responses while providing useful insights.