136
Summaries Created
1388
Messages Scheduled
16
Users
Why do the best teams want to measure trust?
Why Trust Reviews?
Individuals
Feedback from your team related to your actual job specification to help you become a trusted team member and progress in your role.
Managers
Better understand your teams and their members despite limited contact to help you develop trusting teams who enjoy working together.
Organisations
Develop trusting teams accountable to each other and evolving through feedback to increase retention and performance.
How does it work?
1. Schedule Review
The Manager schedules a review like the example review for a team member, sending it to coworkers they work with closely.
2. Complete Review
The team members receive a link to the review, completing it anonymously to give honest feedback for their coworker.
3. Summarise Review
The manager generates a summary like the example review summary and discusses it with the team member.
What do people think?
Mark - Manager
360's peer reviews provide valuable feedback and gives a manager some real insight into how the employee is viewed by the people around them. If done correctly it can provide some great feedback for helping the person push on. The real benefit to me is the responses for "What could they do to help you and team more?" and "What do you admire most about them?", they both can give some uplifting and actionable feedback for the person, e.g. giving them areas to improve or validating the effort they have already put into an area. The scores for the other parts of the review do feel slightly arbitrary but they can give some insight into the progress someone is making.
Lydia - Software Engineer
360 reviews have provided me and the team an opportunity to help each other more. The feedback has been invaluable both if it’s encouragement that others think you’re doing well, or if they have advice for how you can improve. It has also been a way to share thoughts that are maybe too difficult or not appropriate for retrospectives or one-to-ones, which otherwise may not be addressed.
Frequently Asked Questions
How to get started?
Typically it's best for managers/leaders to lead by example by organising a Trust Review for themselves first before sending this out for their team members. It can be a good idea for the manager to publicly thank their team for their feedback, share a little of the feedback from the summary, and discuss how they might action some of the feedback.
Can you send a Trust Review for yourself?
No, your manager will need schedule and generate the summary for your review. You can, however, create the Google Form for the 360, transfer ownership to your manager, and then remove your own access. This ensures that responses remain anonymous since you won't be able to see the raw feedback which may indicate who wrote the feedback causing potential issues in your team relationships. The AI summary functionality uses different wording to anonymise any free-text feedback using a constructive tone and removing any insults.
What is the benefit of the AI generated summary?
The AI generated summary functionality not only helps managers handle more 360 peer reviews, but it also attempts to use different wording to anonymise the feedback and use a constructive tone removing any insults.
What advice should be given to those receiving this feedback?
As suggested in the Netflix 4A Feedback Framework it's important for the recipient to know that the feedback may be inaccurate and their coworkers may have struggled to give them feedback, but made an effort to do so anyway. It's important to firstly appreciate the feedback by saying thank you, fighting the natural reaction to be defensive or make excuses; and secondly to accept or discard it, people are asked to listen and consider all feedback provided, but they're not required to follow it. This advice is written at the beginning of all summaries.
Who should see the summary document?
Ideally, the Manager and the team member who was reviewed should both have access to the document and discuss it in a one-to-one setting. However, prior to sharing the summary, the Manager should review it to make sure the feedback is appropriate for the team member to view, paying particular attention to scores and the AI generated summaries. In some cases, it may be unwise to share the summary document with the team member directly if it's particularly negative. In these cases, it may be wiser to share only some elements of the feedback and complete another review in 2-3 months after they've had time to action the feedback.
Do I need to review the AI summaries?
Yes, the AI generated summaries are not perfect and may need tweaking before presenting to the team member, the Manager may need to review the actual responses in the Google Form to do this accurately.
Can the scores be used in performance reviews?
Yes, if a performance review is used only as feedback and is not tied to a bonus. These scores can and have previously been used in performance reviews alongside other metrics like Team KPIs and Team OKRs as they provide a clear, relevant, and straightforward measurement related to performance. It's important to keep in mind that the same individual may score quite differently in various teams and Goodhart's Law which states that "when a measure becomes a target, it ceases to be a good measure".
Can Trust Reviews be used during probation?
Yes, it can be very useful to send Trust Reviews for co-workers during their probation. For a six month probationary period you may find it useful to do one review after two months and another after four months to provide two opportunities for feedback and resulting actions.