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Ask HN: What tools/apps do you use in your team to manage feedback?

16 points by sidcool ↗ HN
The cycle of continuous Feedback is oft broken in the chaos of a high speed tech organisation. What are your goto effective tools for actionable and trackable feedback within team members?

What tools provide one to one and team level feedback isolation? What tips and tricks help you?

12 comments

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dkasper
Obviously only for positive feedback, but we have a command /praise in Slack at Reddit. This let's you acknowledge someone quickly for a good job, and the results are collected into a channel and into Small Improvements, which is the heavier performance review system we use. It actually gets used quite a bit!
sdrothrock
I can see that having a small command would make it easier to give positive feedback (which is important, since negative feedback has a much heavier emotional weight), but have you noticed any devaluing of positive feedback due to how easy or common it is to give it?
colinbartlett
I have used 7Geese[1] in the past. A little overwhelming as a tool but there are some nuggets of usefulness there.

15Five[2] (what's with these names?) is another one I have used and is a little more approachable.

1. https://7geese.com/

2. https://www.15five.com/

telecuda
15Five is excellent. 15 minutes each week for a team member to submit feedback / 5 minutes for a manager to review. I find people bring up concerns in their 15fives that I can address quickly before they become larger problems.
patothon
I use www.oneone.io.

Both to manage my one on ones and to gather feedback from the team.

michaelsobota
We use TinyPulse to keep team / upward feedback regular (weekly basis). I've also found that co-locating as much as possible is very effective to build a culture of natural flowing 1-1 feedback... strong relationships have always been better than any app I've used.
abarrettwilsdon
We use CareerLark[1] in our office. It's nice and lightweight (plus easy to onboard people on to).

1. http://www.careerlark.com/

Mandatum
The emoji-scale 1-5, how exactly do you define that scale? Do you give feedback on a per-person basis or company wide? Say I have a team of 3 engineers, all with "Senior" title however I expect one to naturally outperform the other two.

This quarter s/he's slacked a bit, maybe s/he's not as driven or it's something personal - but s/he's still performing just as well as the other two engineers who've both performed exceptionally well and I'm giving them both a 5.

Do I give the engineer I expected to do better a 5? Or a 4? I mean I expected them to do better but I'm still really happy with their work.

gilbert77
We use a tool called BigTeam(https://bigteam.co/), it's a newly built tool to address the broken feedback processes within any organization. What's great about it is whether you're a researcher, brand manager, creative, almost anyone in your team can use it, it's quite robust and holistic. It solves the problems of Who exactly to ask but also a survey builder helps aid the type of questions to ask for actionable feedback too.