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This is not meant as a denigratory remark, but I feel this will make mine and many others' life even more miserable than what it already is. People like poking around, especially if you are a manager who manages (only) people, please don't incentivize such behavior.
Think about the second-order effects. The stress it can cause people if they have to constantly be onguard for what is to come? Think about situations in which people can misuse this to mask every little thing out of grudge
and dislike as part of feedback/review/criticism, resulting in a more stressful job environment.
Please think about incentivising employees to work better and stressfree instead of a top-down fear mongering tool.
Hey John, thanks for the feedback. I am curious to learn more.
Why do you feel that this will make your life more miserable
This tool isn't meant solely for managers. Our goal is that Individual contributors can use inkrement to get feedback from their peers on their work. They can choose to share the feedback with their managers if they want.
We hope that this will make the feedback process more objective rather than be subjective on the manager's whim who may not know what you are doing and be impacted by recency bias.
There is an underlying assumption here. You seem to be running with the theme of making the review process more objective without considering the psychological aspects of being a human. As much as an employee’s productivity depends on how talented, hardworking, and skilled they are, it also depends upon how stress-free the environment is; with the conventional review process I had to worry only once per year of the “recency” bias, but with this I now have to constantly be on-guard about not upsetting anyone otherwise it will be a blackmark on my career. Plus the additional reckless usage that could happen as a result of anonymity and instant feedback. For eg. Think of a sick employee(who is not open abt their sickness) or a new joinee that is taking more time than usual to ramp up(within the probationary period) or any two employees with bad interpersonal relationships. This constant worry of who is thinking what abt me can make the office a pressure cooker of sorts.
Feedbacks are good. I am not saying they aren’t, but when you are designing a system that deals with organisational productivity I expect it to be a thoroughly designed system that covers most of flaws of the previous system if not all. It seems to me that by focusing only on recency bias and instant feedback, you are making way for more such people to run with a single idea without catering to the potential side-effects that could arise as a result of your implementation such as immense pressure of having to constantly put on mask for everyone around you, be on-guard 8 x 7. And as the saying in the medical field goes “even if you do no good, try to do no harm”, but I feel it(the anonymous + instant + peer review process) has multiplicative prospect of damaging the employee’s mental well being in the long run.
This is how I feel about most of these workplace service. Like that taco one whose purpose is to increase divisiveness and drama under the disguise of giving kudos.
My name is Mirvise and I am one of the co-founders of inkrement.
Peer feedback has been instrumental in our career growth but traditional feedback mechanisms are slow, cumbersome, and outdated.
Annual or semi annual feedback cycles are WAY TOO slow. Arcane HR software makes the feedback process difficult, frustrating and ineffective.
We wanted to improve on this process by making feedback part of the everyday conversation, and since much of the conversation lives in Slack, we wanted to enable real time, continuous feedback for everyone.
You can use Inkrement to give light-weight, informal feedback on people's presentations, projects, or even performance. Use it to give praise but more importantly, use it to give constructive criticism to help them grow incrementally.
Request feedback from multiple channels or people in one go. No need to ping or remind them, we automatically send reminders on slack. If you do have annual reviews, then download all your feedback to easily have over 12 months of information and avoid recency bias.
We hope you take inkrement for a spin and use it to get feedback for yourselves, or your team members and grow incrementally every week and month
We look forward to learn from the maker community here and are open and eager to get YOUR feedback to help us grow as makers.
> Annual or semi annual feedback cycles are WAY TOO slow.
too slow for who? in what sense? would quarterly be sufficient for your metrics?
> enable real time, continuous feedback for everyone
making feedback part of the everyday conversation
that's what we use weekly stand ups and 1:1s for. continuous feedback may also not be welcomed and/or be distracting from actually getting work done. not sure since I haven't tried the tool or seen a presentation on a particular use case.
> light-weight, informal feedback on people's presentations, projects, or even performance
personally after someone has set up a meeting or provided a presentation that was useful I make sure to praise them or thank them at the end of the video call. not sure if this is a problem for others? In terms of performance, that is a tricky one, since it can feel personal. It requires a empathetic manager to get right. Maybe a tool CAN help?
> more importantly, use it to give constructive criticism to help them grow incrementally
I'm all for sensitive conversations to be f2f. I can see potential use as a forum for someone who is explicitly requesting feedback. You know the old adage about unsolicited advice.
> Request feedback from multiple channels or people in one go. No need to ping or remind them, we automatically send reminders on slack.
Seems like a busy manager type feature?
I do want to note that a product like achievers accomplishes a similar thing (recognizing peers) once a month, and you get rewards, which is a nice perk.
> We look forward to learn from the maker community here and are open and eager to get YOUR feedback to help us grow as makers.
Hope I wasn't too harsh.
haha, not harsh enough :). Honestly, great questions. We are new so lots of room for us to improve our messaging and positioning.
Since you asked about particular use cases:
Use Case 1: You just did a presentation about the benefit of Google Cloud run to the server chapter. You heard some praise after the call but you want to request feedback.
You use inkrement to /request feedback from server chapter slack channel about the presentation, what did you do well, what were some areas you could have done better.
You instantly get feedback from colleagues that will help you in your next presentation
Use case 2: You have an intern. He has been working with a bunch of teams. Since he is not Ft, he doesn't get an official review, so you use inkrement /request-feedback to ask feedback on his behalf from people he has worked with to understand his strengths and areas of growth. Before finishing his internship term, you share the feedback so that he can grow.
You are right, feedback is much more effective when its requested, and we hope that people on slack will have an easier time asking for feedback on their work so they can continuously improve.