Although we try to stay away from "creating a process" for everything, we've gradually implemented a way for people to give feedback more organically. The thing is, it's not the tool, form or questions you hand out - it's how people use them and think about them.
Over a period of time we started using Impraise (impraise.com), although it's not the best tool - it helps people to force to take the time and leave there current mindset to focus on something like giving feedback (on an equal base, because some people are just very good at giving feedback and keep on talking, while others are struggling and need to write it down). Every quarter, you review 2 other people. People read it, interpret it and carry on. However, I sit down with them after everyone has filled in the questions on Impraise (which are not the default ones, but they're pretty straightforward, like: "how good is the quality of your colleague's work?"). This information is used as a base to allow me to ask even more questions, like: "do you agree with this statement?" or "what could you do to improve this situation this colleague is describing?”. The result of this conversation are 4 things:
1. self reflection,
2. setting personal goals (which is mostly one of the things from the self reflection, getting more focus/attention than other things, which is not shared within the team),
3. create and/or help out with team goals, something we should improve as a team and shared within the team,
4. feedback on the process itself.
These results are written down as notes and then reflected on the next time we sit down.
We have some other tools, methods and things in place to have more of a continuous feedback loop - but it remains a living thing, rather than a set in stone method. If you have questions, you're always welcome to contact me :-)
Hi David, interesting to read your post. My name is Bas Kohnke, co-founder/CEO of Impraise (YC Summer 14). We are always looking for new ways to improve our product, so please feel free to reach me at bas@impraise.com if you are willing to share your experience and ideas. Thanks!
Over a period of time we started using Impraise (impraise.com), although it's not the best tool - it helps people to force to take the time and leave there current mindset to focus on something like giving feedback (on an equal base, because some people are just very good at giving feedback and keep on talking, while others are struggling and need to write it down). Every quarter, you review 2 other people. People read it, interpret it and carry on. However, I sit down with them after everyone has filled in the questions on Impraise (which are not the default ones, but they're pretty straightforward, like: "how good is the quality of your colleague's work?"). This information is used as a base to allow me to ask even more questions, like: "do you agree with this statement?" or "what could you do to improve this situation this colleague is describing?”. The result of this conversation are 4 things:
1. self reflection,
2. setting personal goals (which is mostly one of the things from the self reflection, getting more focus/attention than other things, which is not shared within the team),
3. create and/or help out with team goals, something we should improve as a team and shared within the team,
4. feedback on the process itself.
These results are written down as notes and then reflected on the next time we sit down.
We have some other tools, methods and things in place to have more of a continuous feedback loop - but it remains a living thing, rather than a set in stone method. If you have questions, you're always welcome to contact me :-)