Feedback cycles

Axelerant’s quarterly feedback system is designed to make feedback easier, more meaningful, and to support individual growth and development. The purpose of this initiative is to operationalize the process of giving and receiving feedback in a consistent and supportive way.

Two types of review modules will be activated in Leapsome by the People Care team:

• A quarterly general feedback cycle

• A competency-based annual feedback cycle

Quarterly general feedback cycle:

• Participants: Everyone
  When: Once a quarter
  How: Via Leapsome automation

  Who will share the feedback?

  • Manager

  • Peers

  • Team members who report to the individual (if applicable)

• Process:

  Open

  

  • Kickoff: The cycle begins with a kickoff notification via Slack announcing the start of a new cycle.
    
    

    Open

    

    Kickoff notification via Slack
    
    

  • Nominate Peers: Team members are asked to nominate a minimum of three peers from whom they would like to receive feedback. This helps ensure diverse perspectives are considered.
    
    
    

    Open

    

  • Assessment: Nominated peers, direct reports (if applicable), and the manager must complete their assessments within the defined timeline.

  • To support fairness and reduce bias, peer feedback is not visible to the manager until they have completed their own feedback.
    
    

    Open

    

    Sample feedback assessment
    
    

  • Discussion: Once feedback is completed, a report is generated and ready for discussion between the manager and team member. Managers are encouraged to use this report to collaboratively identify areas of growth, note action items, and document them in Leapsome.

  • Sharing Feedback with Coaches: Team members are encouraged to share their feedback with their coach during 1:1s to further reflect and grow.

Competency-based annual feedback

• Participants: Everyone

• When: 

  • Once a year by default, based on the joining date for all individuals and

    • As required, in case of concerns and red flags in the general feedback, or 

    • Before a promotion application (An individual is required to bring in this competency-based feedback with their application for a promotion). 

• Who will share the feedback? 

  • Manager 

  • Self-report

• Process:

  • Kickoff

  • Self-assessment
    
    

    Open

    

    Sample competency-based assessment

  • Manager assessment

  • Discussion

Do's

• Inform Your Peers When You Nominate Them: Let your peers know you’re nominating them for feedback. Share the purpose and expected timelines with them.

• Be Honest and Constructive: Give feedback that is honest, respectful, and intended to help the person grow. Refer to Feedback Giving when in doubt. 

• Give Feedback with Kindness: Share feedback in a way that fosters a supportive and growth-oriented culture.

• Focus on Behaviors, Not Judgments: Comment on actions and results, not personal traits.

• Remember the Purpose: Feedback supports learning, growth, and performance. “Feedback is an act of kindness.”

Don'ts

• Avoid Vague Feedback: General feedback isn’t as helpful as specific, actionable insights. Use the SBI model (Situation, Behavior, Impact) for structure.

• Don’t Hold Back Because of Personal Dynamics: Avoid skipping feedback due to concerns about interpersonal relationships. Use constructive and respectful language to maintain a healthy dialogue.