<aside> 🧐 At Human we want you to be able to give proactive and honest feedback to help us all be more awesome at what we do and how we do it

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360 feedback

360-degree feedback  is a method of employee review that provides each employee the opportunity to receive performance feedback from their supervisor or manager and four to eight peers, reporting staff members, coworkers, and, in some cases, customers.

You can read about 360 feedback here

Examples of feedback

• Sprint retro - every 2 weeks. How did the cycle go? What did we learn? How did we feel? What can we do better
• Agile Process retro - Monthly. How can we improve the process and collaboration?
• BIG HR People Survey - two times a year Q1 and Q4 on Employee experience.
• Whenever - When something isn't working and it's better to be raised now, not when the next feedback session is

Quarterly Feedback

At least every Quarter we want to make sure you get a formal feedback and coaching conversation focused on your personal and professional development, and progress. This generally aligns with your OKR reviews so you can chat about both things at the same time, win.

The feedback process

<aside> 💡 Tips for giving useful feedback

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• Don’t save all your feedback up - give at the time of the event (or shortly after) - There should be no surprises
• Don't make it personal. Focus on the situation not the person. and how you can work together to improve it for next time.
• Examples are fine, but don't use them for the blame game.
• Reflect on your intention in giving someone your feedback. Are you giving it to help someone or to shame someone? Did you have a role in the situation that happened?