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Feedback cycles

Feedback cycles

Owned by Ananya Shekar
Dec 24, 2024
3 min read

Axelerant’s new quarterly feedback system is designed to make feedback easier and more meaningful and help individuals grow. The purpose of this initiative is to help us operationalize the process of collecting and giving feedback more systematically.

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

  1. A quarterly general feedback cycle

  2. 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

    • Direct Reports (if any)

  • Process:

    • Kickoff: The cycle begins with a kickoff and a notification that is sent to team members about the start of a new cycle.

      Kickoff notification via Slack

    • Nominate peers: The next step is the peer nomination. Team members are asked to nominate a minimum of three peers from whom they would like to receive feedback.


    • Peer/report/manager assessment: The nominated peers, direct reports (if any), and the manager must complete the feedback assessment within the specified timeline.
      To reduce bias, the visibility settings are set such that the manager cannot view the peer feedback until completing their own feedback.

      Sample feedback assessment

    • Discussion: On completion of the assessment, a report is generated and is ready for discussion between the manager and the individual. The manager may then share the report with the team member, noting action items on Leapsome.

    • Sharing feedback with coaches: Team members are encouraged to share their feedback with coaches in their 1-1s to work on their feedback further.

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

      Sample competency-based assessment

    • Manager assessment

    • Discussion

Do's

  • Inform your peers when you nominate them: When you nominate them to receive feedback, share the general purpose and timelines with them. 

  • Be Honest and Constructive: Provide feedback that is honest, respectful, and aimed at helping the individual improve. Refer to Feedback Giving when in doubt. 

  • Give Feedback with Kindness: Share feedback with care to foster a supportive environment.

  • Focus on Behaviors, not judgment: Address specific actions and outcomes to minimize the impact on personal relationships.

  • Remember the Purpose: Understand that feedback cycles can promote learning and improvement and guide team members toward better performance. ‘Feedback is an act of kindness’ in itself. 

Don'ts

  • Share Vague Feedback: General comments are less helpful than specific, actionable insights. Share specific instances using the SBI model (Situation, Behaviour and Impact) 

  • Don’t Let Concerns Prevent Feedback: Avoid withholding feedback out of fear of impacting personal relationships; use constructive and respectful language to maintain a positive dynamic.

 

 

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