Why an employee feedback process matters
By Alexandra, People & Talent at Damia
Hi, I’m Alexandra. In the middle of the pandemic, with a fully remote team, I rolled out our first Performance Management and Engagement process at Damia.
Before I walk you through how our employee feedback process works, think about this for a second:
- How many times have you started a new role and gone six months without any feedback from your manager?
- How many times have you delivered results, or hit a goal, and not even received a simple “thank you”?
We are all human. We all appreciate recognition from managers and colleagues, and we all want honest, constructive input that helps us grow, develop, and take on new challenges. Giving feedback to a peer, a manager, or even to ourselves can feel uncomfortable. In my view, it is also one of the most valuable habits a team can build.
Why a feedback culture matters
A structured employee feedback process is a core part of company culture. It signals that the company genuinely cares about the wellbeing and satisfaction of its people. At the end of the day, most professionals want to work somewhere that pays attention to their growth, not just their output.
At Damia, we take feedback seriously. That is why we built a Performance Management and Engagement process with three components: quarterly 1:1s, quarterly OKRs, and semester 360 reviews.
1. Quarterly 1:1s
Every quarter, we sit down for a 1:1 between the manager, HR and the employee. The goal is simple: understand what our people think, hear their wins and their frustrations, and collect ideas to make working at Damia better.
If the 1:1 only lasts ten minutes, that is fine. It usually means things are going well and the person is happy. What matters is asking the right questions to surface how they genuinely feel.
A small tip: do not over-prepare. Keep it as a natural conversation, closer to a lunch chat than a formal review.
2. Quarterly OKRs
We also set quarterly OKRs, which help each person understand how their individual and team goals connect to the company’s goals. Having a platform where OKRs are visible to everyone is a strong practice. It supports a growth mindset and makes success easier to see across the team.
Another tip: you do not need one hundred goals. Three per quarter is often enough. Less is more, and people stay motivated when goals feel attainable.
3. Semester 360 reviews
Twice a year, we run a full 360 review where everyone gives feedback to everyone. We use a structured survey with skill options and open questions, which makes the self assessment, peer assessment, and manager assessment much easier for each employee.
The day the feedback lands is one of our favourite moments. We log into the platform, read what colleagues have written, and use it either to reinforce what is working, or to spot something we need to change. It is not always comfortable, but it is always useful.
Feedback is not a negative thing
Giving and receiving feedback does not have to feel negative. In practice, it is what helps you handle day-to-day challenges, step out of your comfort zone, and reach the goals that matter to you.
Listening to others, and improving constantly, is a strong path forward. Not only for your professional career, but also for who you are outside of work.
Curious about working with a team that takes this seriously? See our current tech roles at Damia.
