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Read feedback about the team and about you

See how colleagues are rated in feedback forms, spot low scores, and check your own feedback.

Checked against the screens:

Every organisation can choose its own words for the people and roles it works with. When you are signed in, this guide uses your organisation’s words. Otherwise it uses the product’s own.

Managers see the team. Everyone else sees feedback about them or sent by them.

Steps

  1. Open Team feedback.
  2. Read the tiles: Team avg and Total responses.
  3. Look at the 30-day and 90-day scores beside the all-time one.
  4. Check Below 3.0 average. These people may need support.
  5. Read Everyone with feedback, highest first.
  6. Open the insights page for the detail behind a score.
  7. As an individual, read Your feedback.
  8. Talk to the person before drawing a conclusion.

If it goes wrong

  • If there is no feedback yet, send a feedback form with a staff member as the subject.
  • A low score may reflect few answers. Check how many responses stand behind it.
  • Scores are out of five. Do not compare people with very different numbers of answers.
  • If a number looks wrong, check the questionnaire insights.

How it links together

Scores come from feedback forms; the detail is on the questionnaire insights page. Use them with the audit, not instead of it.

From feedback form to scoreAnswers roll up into averages.
  1. Form sentStaff member is the subject
  2. AnswersCollected
  3. AveragesPer person and team
  4. You readLow scores first
  5. TalkSupport or coaching

Where scores come from

Scores come from feedback forms that name a staff member as the subject. Each answer is rolled up into an average.

What the tiles show

The team average, quality over 30 days, how many mentors were rated, and responses in 30 days and in total.

Low scores

People below 3.0 on average are listed with a prompt to consider supervision, coaching or context. A low score is a reason to ask, not a verdict.

Your own feedback

Everyone sees feedback about them and forms they have sent and had answered. Team-wide results are for managers.

Reading each person's card

Each card shows the all-time score out of five, then the last 30 days and the last 90 days side by side. Beneath the 30-day score, an arrow shows whether it is above or below the all-time score. A flat arrow means little has changed. The card also gives the number of answers behind each score. It shows the date of the latest one too, so you can see how fresh it is.

Scores are coloured to help you scan: green from 4.0 upwards, amber from 3.0 to just under 4.0, and red below 3.0. Treat the colour as a nudge to look closer, and always check the number of answers before you read anything into it.

Using it well

Share good news as well as problems. Combine this with the audit and your own knowledge of the work.

Questions people ask

Why can't I see the team?

Team-wide results are for managers. You see feedback about you or sent by you.

How do I get more feedback?

Send a feedback form and attach a staff member as the subject.

What does below 3.0 mean?

An average under three out of five. It prompts a conversation, not a decision.

Where is the detail?

On the questionnaire insights page, linked from this one.

What does the arrow under a 30-day score mean?

It compares the last 30 days with the all-time score. Up means recent answers are higher, down means lower, and flat means little has changed.

Is it anonymous?

That depends on the form. Do not try to work out who said what.