Feedbacks

Feedback is one of the highest-leverage tools an engineering manager has, but only if it’s delivered consistently and grounded in specifics. Capturing feedback as it happens, rather than saving it up for performance review season, changes how your team grows.

Keeping a running record of feedback helps you:

• Deliver in the moment: Recognition lands harder when it’s fresh, and improvement feedback is easier to act on when it’s tied to a specific situation.
• Avoid recency bias in reviews: A log of observations across the full cycle leads to fairer, more representative performance discussions.
• Balance recognition and improvement: Seeing both types side by side helps you notice when someone is only hearing criticism, or only getting praise.
• Be specific: Vague feedback (“great job!”, “be more proactive”) doesn’t help anyone. A written entry forces you to capture the what and the why.
• Track follow-through: Marking feedback as shared ensures nothing slips, and revisiting it later shows whether the conversation actually moved the needle.

The best feedback culture is continuous, not annual. Treat this as a habit: capture it when you see it, share it soon after, and let the log do the remembering.

Two places to manage feedback:

• Global view: open Feedback from the left sidebar.

• Member view: open My Team -> Member -> Feedbacks.

Add feedback

Each feedback entry includes:

• Team member target
• Author name
• Type (Recognition or Improvement)
• Content
• Status (To Share or Shared)

Manage feedback lifecycle

• Filter by status
• Edit or delete existing feedback
• Mark feedback as shared after discussing it
• Move shared feedback back to to-share when needed

Tip

Use feedback entries during one-on-ones to keep delivery consistent and well documented.