How to Give and Request Feedback

Understanding Feedback

Feedback provides a private space for employees and managers to share meaningful feedback throughout the year.

Rather than waiting for a formal performance review, you can use Feedback to recognise good work, provide constructive feedback, ask others for their perspective and build a useful record of your development over time.

Understanding the Feedback page

The Feedback page gives you an overview of feedback you've given and received.

You can use the available tabs to move between All, Received, Given and Pending feedback.

Received shows feedback others have provided to you.

Given shows feedback you've provided to other people.

Pending helps you keep track of feedback requests that are still waiting for a response, including requests you've sent and requests you need to respond to.

Giving feedback

Select Give Feedback when you want to provide feedback to another person.

Start by selecting the person you want to give feedback to.

You can then choose the type of feedback you're providing, including Praise, Recognition, Constructive, Request or Other.

Choosing the appropriate type helps provide context for the person receiving the feedback.

Writing effective feedback

Good feedback should be specific enough to be useful.

Rather than writing something general such as "Great job", explain what the person did well and why it was valuable.

For example:

"Your presentation at the customer meeting was clear and well structured. You explained the implementation process particularly well and handled the customer's questions confidently."

Constructive feedback should also focus on something the person can understand and act on.

For example:

"The presentation was strong, but involving the implementation team earlier in the preparation would have helped us identify some of the technical questions before the meeting."

Performance & Growth includes guidance on giving effective feedback to help you structure your comments.

Connecting feedback to company values

Where appropriate, you can connect your feedback to one or more of your organisation's company values.

For example, if Customer Focus is one of your values, you might recognise someone who went beyond what was expected to resolve a customer issue.

Connecting feedback to company values helps reinforce what those values look like in day-to-day work.

Adding an attachment

You can add an attachment when additional information would make the feedback more useful.

This might include a document or other supporting information related to the feedback you're providing.

Once you're happy with the feedback, select Send Feedback.

The feedback will then appear in your Given feedback and in the recipient's Received feedback.

Viewing feedback you've received

Use the Received tab to see feedback others have provided to you.

Open an item to review the complete feedback, including any comments, associated company values or attachments.

Feedback can be useful when preparing for a 1:1 meeting or performance review because it provides examples of what others have recognised and areas where you may want to develop.

Requesting feedback

You don't need to wait for somebody to decide to give you feedback.

You can also request it.

When requesting feedback, select the person or people you'd like feedback from and provide some context around what you'd like them to comment on.

For example, after leading a project you might ask:

"I'd appreciate your feedback on how I communicated during the project and anything I could do differently next time."

Providing context makes it easier for the other person to give you useful, relevant feedback.

You can also include an attachment if it will help provide additional context.

Tracking your feedback requests

The Pending area helps you keep track of outstanding feedback requests.

Awaiting Response shows requests you've sent to other people that haven't yet been completed.

Respond to Requests shows feedback that other people have requested from you.

This makes it easy to see whether you're waiting for somebody else or whether there's something you need to complete.

Responding to a feedback request

When someone requests feedback from you, open the request to see the context they've provided.

You'll be asked to consider What went well? and What could be done differently?

This structure helps make the feedback balanced and useful.

Be specific where possible. Give examples of what worked well and, where you identify an opportunity for improvement, explain what could be done differently in the future.

You can also connect your response to relevant company values before sending it.

Once complete, select Send Feedback.

Using feedback in your development

Feedback becomes more valuable when it's used as part of your ongoing development rather than simply read and forgotten.

If someone identifies something you're doing particularly well, consider how you can continue building on that strength.

If feedback identifies an opportunity for improvement, you might discuss it with your manager during a 1:1 meeting or turn it into a development goal.

Relevant feedback can also be selected as a discussion point during a performance review, helping you bring real examples into the review conversation.

Making feedback ongoing

Feedback doesn't need to be limited to formal review periods.

Giving and requesting feedback regularly helps recognise good work when it happens, identify development opportunities earlier and make performance conversations more useful.

Over time, your feedback history provides valuable context for your 1:1 meetings, goals and performance reviews.