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Feedback Reviews

View aggregated peer feedback to understand how colleagues perceive your work and collaboration.

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Feedback Reviews shows you how peers see you. It aggregates responses from colleagues who have provided feedback on you, presenting insights across three dimensions without revealing who said what.

The Three Feedback Areas

Your Impact

What it measures: How peers value your contributions to the team.

This metric comes from the peer satisfaction question: "How disappointed would you be if [person] left the team?"

Rating What It Means
Very disappointed You're highly valued by this peer
Somewhat disappointed You're a positive presence
Not disappointed Room for improvement

What to look for:

  • High "Very disappointed" responses indicate strong peer relationships
  • Trends over time show if your impact is growing or declining
  • Low scores may indicate a need to be more visible or collaborative

Team Collaboration

What it measures: How well you work with others.

This metric comes from the collaboration question: "How often does [person] demonstrate behaviors that enhance team collaboration?"

Rating What It Means
Always Consistently collaborative
Usually Generally works well with others
Sometimes Collaboration varies
Rarely Often works in isolation
Never Significant collaboration issues

What to look for:

  • High "Always/Usually" shows strong teamwork
  • Mixed ratings may indicate inconsistent collaboration
  • Low scores suggest focusing on communication and partnership

Work Quality

What it measures: Consistency of your output.

This metric comes from the quality question: "How often does [person]'s work meet or exceed quality standards without requiring revision?"

Peers respond with a percentage (0-100%), which is grouped into categories:

Range Category
90-100% Always meets standards
70-89% Usually meets standards
40-69% Sometimes meets standards
10-39% Rarely meets standards
0-9% Never meets standards

What to look for:

  • High percentages indicate reliable output
  • Lower percentages suggest quality improvement opportunities
  • Consistency across reviewers shows predictable performance

Understanding the Dashboard

Feedback Summary

The summary section shows pie charts for each of the three areas. Each chart displays:

  • Total responses in the center
  • Distribution of ratings by color
  • Legend showing counts per rating

Charts only appear after you've received feedback. Before that, you'll see a message encouraging you to request peer feedback.

Principle Ratings (Heatmap)

If your organization uses principles-based feedback, you'll see a heatmap showing how peers have rated you on specific principles. This reveals:

  • Strengths - Principles where you consistently score well
  • Developing areas - Principles with mixed ratings
  • Growth opportunities - Principles that need attention

Reviewer names may be hidden depending on organization settings.

Managing Peers

Who Provides Feedback

Feedback comes from peers you've connected with. You can:

  • Add peers - Request feedback from colleagues you work with
  • Remove peers - Disconnect from peers who no longer work with you
  • Cancel requests - Withdraw pending feedback requests

Peer Status

Status Meaning
Connected Peer can provide feedback on you
Pending Waiting for peer to accept your request
Declined Peer declined your feedback request

Building Your Network

For meaningful feedback:

  • Connect with 5-10 colleagues you work with regularly
  • Include people from different teams or functions
  • Update your list as your collaborators change

Privacy and Anonymity

What You See

  • Aggregated responses (counts and percentages)
  • Principle ratings (may hide reviewer names)
  • Total number of responses per area

What You Don't See

  • Which peer gave which rating
  • Individual responses tied to people
  • Who hasn't responded yet

This anonymity encourages honest feedback and protects psychological safety.

Using Feedback for Growth

Review Regularly

Check your feedback monthly to spot trends before they become patterns.

Look for Patterns

One low rating might be an outlier. Consistent low ratings across peers indicate something to address.

Discuss with Your Manager

Use feedback insights in your 1:1s to identify development areas and track improvement.

Don't Over-Index

Feedback is one data point. Consider it alongside your own self-assessment, manager feedback, and concrete results.

Requesting More Feedback

If you have few responses:

  1. Add more peers from your recent collaborations
  2. Make sure pending requests haven't expired
  3. Consider reaching out directly to encourage participation