The Review cycle was designed where the peer feedback was kept anonymous in an effort to gather more honest and transparent feedback. There were many benefits to this approach, however, for this review cycle, we will not be following this approach and instead will prioritize being radically truthful and kind, therefore, peer feedback will not be anonymous.
The responsibility is on each of us is to deliver radically truthful and kind feedback. To support each person with this expectation we’re adding in additional resources.
<aside> 📺 A custom learning resource (via Loom) on how to use the C.O.R.E feedback model, a framework used in many organizations for clear, objective, and helpful feedback.
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<aside> 🗣 Confidential 1:1 feedback coaching with Amber where she will work with you on how to construct feedback effectively. This is particularity helpful for those who wish to convey difficult feedback and aren’t sure how. Conducted over a 15-min live call or async Slack voice notes. To initiate, send @Amber Larsen a DM!
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If you're uncomfortable sharing critical feedback openly through this review cycle, see it as a cue to take action. Reach out to Georgie or the person’s manager promptly. This responsibility isn't just individual—it's a collective commitment to a transparent and supportive culture. Your willingness to share critical insights ensures valuable information is conveyed promptly, fostering a culture of continuous improvement for everyone at Float.
Option to reflect on the question prompts here ahead of filling out your review in Bob.
How has this person positively contributed to the team and our work over the past year?
Where do you see opportunities for this person to enhance their impact or effectiveness in their role?
What would improve collaboration and working dynamics between you and this person?