Shared feedback is the method of a manager summarizing the various responses for a specific reviewee.
The final step of the review configuration process is all about sharing feedback.
What exactly is the purpose of sharing feedback in a performance review?
Once a review cycle closes, how does the reviewee know how they did in the review?
Shared feedback is the method of a manager summarizing the various responses for a specific reviewee. It’s an opportunity for a manager to analyze all of the responses for a direct report, and generalize the feedback they received.
For example, let’s say Wally the Worker was the reviewee in a performance cycle in which his peers answered questions about his performance. Wally’s manager, Bob, can take a look through his reports’ various answers and summarize. Let’s say there was a question about some of Wally’s weaknesses. Instead of Wally receiving the feedback verbatim, Bob can summarize these responses.
How does this benefit the worker?
First off, verbatim feedback can make someone feel defensive. The layer of anonymity that shared feedback provides, allows the manager to filter raw answers into constructive feedback with action items. Additionally, this allows a manager to validate or decide what’s truly helpful for the worker. Some feedback from peers may not be constructive, so the manager can use their judgment when completing the shared feedback step.
The worker can additionally access the shared feedback at any time down the road, so it’s helpful for them to see what goals or insights their manager shares.