Why are we talking about Feedback so much at the moment?
We are shifting the way we look at and drive performance at Media.Monks. This shift involves moving away from momentary snapshots of how someone is performing, to a more continuous flow where we focus on lessons learned, forward looking actions, and growth potential. The key underlying skill for this is being confident in getting and giving feedback.
How and when are we expected to give feedback?
Check out the Regular Feedback page for this info.
How can I get better at getting and giving feedback?
First of all - practice! Give it a try, experiment with different approaches which you can learn about in the trainings. Check out our training page for monthly training content drops. A few of these will land in your inbox on the last Friday of the month via the Feedback Friday emails. These trainings have been specially curated for you based, offering different options for different needs and learning styles - think short tiktok videos, podcasts, Linkedin Learning, podcasts and much more!
I heard about doing Feedback in Workday, what is that all about?
When it comes to feedback we recommend asking for it in a way that suits the kind of feedback you want to get. Looking for a lot of context and nuances? A conversation is probably still our best bet. Looking for something more high level and informal? Slack may be your best option. So, where does Workday come in? Well we recommend using Workday to log those important pieces of feedback. Have the conversation first, then use Workday to log it. This is especially important after key milestones and moments.
I'm having issues finding someone in Workday when requesting feedback - what's going on?
We've heard this a few times! The first check to do is on the person's name - sometimes it is different in Workday then may be on their email or what you call them day to day - so best to check that first. If you are sure you have their name correct, type it in fully (first & last name) and press "enter". Once you do this, the name should populate in the field. If you are still experiencing issues, you can reach out to your local HR partner who can help.
How do I initiate the feedback tasks in Workday?
Check out the below links for instructions on each feedback task in Workday.
Viewing Feedback Responses (manager view)
How can we get feedback from clients in Workday?
Clients will not have access to Workday, however we respect it can be useful to collect and log feedback from these stakeholders as well. In these situations, we recommend that the feedback is sent to your direct manager and have them add it in Workday for you.
Who has access to view feedback submitted?
If the feedback has been requested by the employee you are providing feedback on, then the employee themselves, their manager (and those above them in the management chain), and the local People team can see the feedback given.
If the feedback has been requested by the employee's manager, there are 2 options:
(1) If "shared with [employee name]" is selected by the manager, it will be shared with the employee, manager (and those above them in the management chain), and the local People team. This is the default option.
(2) If "don't share with [employee name]" is selected by the manager, only the manager (and those above them in the management chain) and the local People team can view the feedback. There will be help text letting you know that this is anonymous feedback.
Are contractors able to request and send feedback in Workday?
Freelancers and contractors who have access to Workday will not be able to request or send feedback in the system. We recommend that feedback be collected via email or Slack and copies kept in a shared folder with the contractor and their manager.
Is there a deadline to submitting feedback in Workday?
There is no specific deadline to submitting feedback in Workday, though feedback is most useful when it's timely, so we recommend completing the request as soon as possible so that the information is fresh.
Can the questions on the Feedback Template be changed?
The default form (Regular Feedback - Locked Template) does not allow for questions to be changed. If you want to ask your own questions, please refer to the "Get Feedback on Self" resource guide on our training page to find out how. Please note that only the person who is requesting the feedback can change the questions being asked.
If an employee moves to another manager, will that manager be able to see any past feedback submitted by peers and former managers?
Yes, new managers will be able to see any feedback an employee has received from peers and past managers.
How can I prepare for everything performance and development related?
From January onwards we will be dropping content and trainings to help you understand what is needed from you and when and get better at it. For the next months you will receive reminders of this on the last Friday of every month via Feedback Fridays. Check out and engage in the content to be best prepared for everything ahead.
Where can I locate training for performance and Workday?
Training on performance management, giving and receiving feedback, and navigating Workday can all be found on our training page.
When do we have Performance Reviews?
Performance reviews shift from a traditional (retrospective) annual cycle, to a quarterly cycle focused on feedback and growth potential, called Quarterly Growth Conversations. From January onwards, we will focus on helping all our employees become successful at getting and receiving feedback through training and activations.
What is Regular Feedback?
An open door policy to dialogue between managers and employees with regards to employee goals, what’s going well, and what could make it even better. Regular feedback can be supported through Workday by requesting feedback on self in the My Performance dashboard. More information can be found here.
What is a Quarterly Growth Conversation?
We’ll be introducing Quarterly Growth Conversations (QGC's) where everyone will be asked to plan time with their manager and go through the feedback they have received the prior three months, and set goals for the upcoming three months.
When do we start Quarterly Growth Conversations?
From June onwards, we will start with a cadence of employee initiated quarterly growth conversations - where employees plan time with their managers to talk through the feedback they received over the previous three months and set goals for the upcoming three months.
What do we do if someone is on leave during the Quarterly Growth Conversations?
Growth conversations are not mandatory and enforced, but rather a set time for managers to discuss growth opportunities for their employees.
For employees going on leave: we recommend managers have the growth conversations prior to the leave of absence and document those conversations so when the employee returns, they can pick up where they left off.
For managers going on leave: we recommend managers have the growth conversations with their direct reports prior to the leave of absence. We also recommend that these managers also have a conversation with the leads taking over their people management responsibilities so they can continue to track their employees' growth.