178
Summaries Created
1980
Messages Scheduled
19
Users
Why do the best teams want to measure trust?
Why Trust Reviews?
Individuals
Feedback from your team related to your actual job responsibilities 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
Schedule a review like the example review, selecting coworkers to receive a review link.
2. Complete Review
Reviewers click the link and complete the review anonymously to give honest feedback for their coworker.
3. Summarise Review
After the close date, the scheduler generates an anonymous summary like the example summary.
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
Can you send a Trust Review for yourself?
Yes. However, keep in mind that honest feedback can be difficult to take, so you may prefer to have your manager schedule the review. If you do schedule it for yourself, just remember all feedback contains opinions which may not be true, and it's ultimately up to you whether you believe it or do anything about it. Try to appreciate the time and energy people used to give the feedback. The free-text feedback is summarised collectively with AI, which uses its own wording and attempts to remove any insults and use a constructive tone.
How is feedback kept anonymous?
Firstly, the reviewer's information is not stored with their review feedback. Secondly, the free-text feedback from all of the reviewers is summarised collectively with AI, so each person's feedback is combined with everyone else's and described in the AI's own words. Thirdly, a minimum of 3 feedback submissions is required per review before the results summary can be generated. Lastly, the scheduler is only able to access the generated summary, not the original feedback.
How can managers/leaders start Trust Reviews in a team/organisation?
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.
Should a manager show the summary to the person who was reviewed?
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.
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.
How accurate are the AI summaries?
AI-generated summaries are not perfect and can be inaccurate from time to time. Any feedback can contain parts which may not be true, and it's ultimately up to you whether you believe it or do anything about it.