At Axelerant, feedback is foundational to personal and professional growth. Giving and receiving it well takes courage, clarity, and commitment. To support this, we promote two structured approaches:

• The SBI Model for giving feedback

• A guided framework for asking for feedback

Giving Feedback: The SBI Model

The SBI Model—Situation–Behavior–Impact—is a simple yet powerful way to give feedback that’s clear, objective, and growth-focused. It applies to all types of feedback, whether you're a manager giving feedback to a team member, a peer offering input to another peer, or a team member sharing feedback with a manager.

• Situation: Describe the specific context in which the behavior occurred.

• Behavior: Clearly and factually explain what the person did.

• Impact: Share the effect of that behavior on you, the team, or the work.

Example:
"During yesterday’s client meeting (Situation), you interrupted the client several times while they were explaining their needs (Behavior). This made it difficult for them to share their full perspective and may have impacted our understanding of their requirements (Impact)."

Using the SBI method keeps feedback grounded in observable facts, avoids assumptions, and supports healthy dialogue—regardless of hierarchy.

Additional Guidelines for Effective Feedback

1. Be Timely: Feedback is most effective when shared promptly. Managers shouldn’t wait for issues to escalate.

2. Quarterly Review Feedback Does Not Trigger a Compassion Channel:
   The Leapsome quarterly review cycles ensure all team members receive structured feedback regularly. It is meant to:

   • Provide a high-level view of current performance

   • Track progress over time

   • Ensure no one is left without feedback—even in the absence of daily input

These should not serve as the primary mechanism for initiating a compassion channel. Issues should be addressed as they arise.

3. Critical Feedback During Reviews:
   If serious feedback coincides with a review cycle, managers must record it both within the review and via Instant Feedback—for clarity and transparency.

4. Leverage AI Tools:
   To support effective feedback delivery, team members can leverage AI tools such as ChatGPT for: 

• Checking the tone: Ensuring the message is supportive and specific, avoiding unnecessary harshness or ambiguity.

• Structuring feedback: Using models like SBI (Situation-Behavior-Impact) or DESC (Describe-Explain-Suggest-Consequences) to keep feedback focused and actionable.

• Practicing delivery: Running a draft through AI to refine wording or rehearsing different ways to phrase feedback before having the conversation.

Suggested prompts: 

First, briefly describe the situation and the reason for giving feedback to give the tool the context of the feedback. Next, add the prompt: 

• Use the SBI framework to draft feedback for ____________. Ensure the tone is professional, firm, and supportive. Keep the feedback factual rather than judgmental.

Asking for Feedback: A Thought Guide

While Axelerant has structured feedback cycles in place to ensure timely and consistent input for everyone, there may be times when you want feedback outside of these scheduled touchpoints—perhaps after a challenging situation at work, a recent achievement, or simply to check in on your growth.

Here’s a guide to help you ask for meaningful and relevant feedback at any time:

1. Problem Statement

Start with what prompted your desire for feedback.
Examples: Something went wrong, something went well, something feels off, or you’re doing a regular feedback check-in.

2. Context

Clarify what the feedback is about.
Examples: Technical, functional, behavioral skills, a particular project, or follow-up on past feedback.

3. Audience

Who should you ask? Think of relevant people based on the context.
Examples: Team members, project peers, your manager, coach, or other stakeholders.

4. Time Duration

Specify the time frame you want feedback on.
Examples: The past sprint, the last 30 days, or the previous quarter.

5. Relevant Questions

Use the above to craft specific, meaningful questions.
Example: “In the past month, how have I demonstrated ownership in project delivery?”

6. Mechanism

Decide how to collect feedback.
Examples: Direct slack message, scheduled 1:1, or via Leapsome (recommended).

By giving and asking for feedback thoughtfully, we help build a culture of openness and continuous improvement at Axelerant.