Why is asking for feedback so important? Requesting feedback empowers employees to take charge of their development by giving them a tool to actively seek feedback in their workflow on what they want, when they want, and from whom they want. When employees initiate and drive the feedback agenda, they’re much more likely to act on it. Unlike other provider’s real-time feedback features, which can be anonymous, unsolicited, and unknowingly shared, all of which aid in feedback failures; 15Five’s Request Feedback feature leverages neuroscience research to create a better feedback system.
Note
An account admin will need to enable the 'Feedback' feature from the 'Manage features' page in 15Five in order for the feature to appear for everyone.
Guide 🗒: Request Feedback One Pager
Video 🎥: Getting the most out of 15Five’s Request Feedback feature
Tip
If your company has Slack enabled, you can request (and provide) feedback without ever leaving Slack. Scroll down for steps to request feedback from Slack.
Feedback is it's own feature and is independent of Reviews, 1-on-1s, and 15Five check-ins. That means visibility for Feedback is also independent of all the previously mentioned features.
Blog post 🗒: Increase The Value Of Feedback By Empowering Employees To Ask For It
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Request feedback from a teammate
1. Click on 'Features' from the left navigation.
2. Click the 'Request Feedback' option.
3. Click on the orange 'Request feedback' button in the top right of your page.
4. Use the "Who would you like feedback from?" dropdown menu to select one or more person to request feedback from.
Tip
In order to get the full perspective and an unbiased feedback loop, we suggest requesting feedback from multiple people about the same topic. Be brave and ask people whose perspectives differ from yours and who will challenge you to grow.
5. Use the "What would you like feedback about?" field to describe what topic/project/presentation/etc you would like feedback on.
Tip
We suggest adding questions to the end of your description to guide the responders- ask the hard question(s). It will only contribute to your growth in the end.
6. Choose whether you want your manager to be able to see the feedback or not. By default, only the person requesting and the peers giving the feedback will be able to see the results.
7. Finish the process by clicking 'Send request'. After clicking this button, the person(s) you requested feedback from will receive an in-app and email notification.
Note
If a feedback request has not been replied to within 14 days, the request expires.
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Request feedback via Slack
Note
In order to request feedback via Slack, your company must first have the Slack integration enabled. If you are unsure whether or not your company is using the Slack integration or if you cannot get the Slack command to work, reach out to your account admins.
1. Open Slack in any channel.
2. Use the command /request-feedback. Once the command is showing in your text field, hit enter.
3. Use the "Who would you like feedback from?" dropdown menu to select one or more person to request feedback from.
Tip
In order to get the full perspective and an unbiased feedback loop, we suggest requesting feedback from multiple people about the same topic. Be brave and ask people whose perspectives differ from yours and who will challenge you to grow.
4. Use the "What would you like feedback about?" field to describe what topic/project/presentation/etc you would like feedback on.
Tip
We suggest adding questions to the end of your description to guide the responders- ask the hard question(s). It will only contribute to your growth in the end.
5. Choose whether you want your manager to be able to see the feedback or not. By default, only the person requesting and the peers giving the feedback will be able to see the results.
6. Finish the process by clicking 'Submit request'. After clicking this button, the person(s) you requested feedback from will receive an in-app and email notification. If the people you selected have Slack notifications enabled, they will get a Slack alert as well.
