Request Feedback - Managers (Classic)

Creating a culture of feedback involves both giving and receiving, and we aim to encourage and facilitate both. However, managers are often put into positions where they have no context about someone they have to review. 

Request Feedback - Managers gives managers a tool for collecting and aggregating comprehensive feedback from multiple sources on each member of their team, or from outside of the company. Through a uniquely seamless workflow that lets managers collect peer input about the professional development of their direct and secondary reports, Real-Time Requests help managers improve engagement and productivity and provide specialized coaching based on insights from sources beyond their own opinion. Peer input can be shared with the employee, or kept private, at the manager’s discretion.

What does this tool look like in action? Start by logging into Reflektive, then going to the "My Team" tab. 

From there, click on "Request Feedback" link to the right of your report's name on your list of direct reports. Note that you can only Request Feedback from one person at a time.

Clicking on "Request Feedback" pulls up this window, where you can provide more information about your request. We recommend that requests be specific, specify the time-frame, and seek actionable next steps. Providing these details should push you past the minimum 40-character requirement, making the "Send Request" button clickable. Note that you can request feedback from just one person OR multiple people if you'd like - each person will get a separate request without knowing who the other potential feedback providers are.

If the person you want to solicit feedback is external from your company, put in the full email address of your intended recipient and then push "enter".

(External Requests Only) After writing out what you want in the text field and clicking "Submit", you'll be taken to the below page. Whatever you enter in for the "Name" field will populate as the recipient's name in the email request they receive.
You will get a confirmation message after sending the request.

This will trigger an email to the potential feedback providers. This email will come from admin@reflektive.com. 

After clicking on the green "Reply" button, the feedback provider will be directed to Reflektive to fill out the above form. The character limit here is the Real-Time Feedback character limit set for the company.
 
From that form, if they fill it out, the response will trigger a reply to the person who requested feedback. The feedback will display on the My Team page for the direct report for whom feedback was requested.

It will also display on the Sent Feedback page for the author.

Finally, for any requests that haven't been responded to, Reflektive can send weekly automated reminder emails to help get those requests completed. An example email reminder shown below:

• Feedback is only shared with the manager who requested the feedback
• The manager can then “share” the feedback with the employee by opening the feedback to the employee’s visibility. They do this by going to the "My Team" page in order to share it. If you don't see this option, please talk to your Reflektive admin.
  
  
• Managers or feedback providers (author of the post) can edit or delete the feedback at any time
• Feedback, once shared will display on the Review sidebar where feedback displays
• Feedback that is shared is NOT anonymous
• Managers can decide to unshare at any time, but the email will not be rescinded
  

• Managers want to see how a new employee is doing 90 days into the job. After their first big project, they ask the employee's teammates for feedback on what did/did not go well. From this feedback, they have actionable data to discuss with their employees.
  
  
• A manager wants to nominate an employee for promotion, but needs supporting evidence. There was no recent review cycle, so the manager has a need to collect unbiased real-time feedback in support of the nomination. This feedback paints an up-to-the-minute picture of the employee’s contributions and helps facilitate the promotion process.
  
  
• Managers want to see how their reports are doing on cross-functional teams and projects, so they request feedback from the functional heads of those teams. They receive unfiltered feedback on strengths and opportunities for improvement.
  
  
• Managers have direct reports working on ad-hoc teams with several vendors or 3rd party associates. Because the manager doesn't have direct oversight into the project details, they can see how their reports are doing within those groups.