HR-Survey > Employee Opinion > Dimensions

Survey Questions: Feedback

Definition: Feedback is a structured and continuous process where individuals provide specific, balanced, and constructive insights based on observable behaviors to improve performance and promote learning. By fostering a culture of openness, active listening, and accountability, employees and leaders engage in meaningful exchanges that enhance decision-making, professional development, and operational effectiveness. Through timely assessments, coaching, and diverse perspectives, organizations cultivate an environment of trust, integrity, and support, ensuring feedback drives growth and long-term success.

Giving Feedback

Specific

Specific feedback emphasizes clarity, precision, and behavioral anchoring. It is grounded in observable facts, structured formats (like SBI: SituationâBehaviorâImpact), and concrete examples that link performance directly to role expectations, KPIs, or project outcomes. Specific feedback avoids generalizations and emotional interpretations, instead focusing on what was seen, when it occurred, and how it impacted results. It helps employees understand exactly what behavior is being referenced and why it matters, often supported by data, benchmarks, or documented observations. This dimension ensures that feedback is not only accurate but also tailored to the individual's role, level, and goalsâmaking it actionable and measurable.

My team assesses job performance against set objectives and benchmarks, pinpointing opportunities for enhancement.
The project leader provides clear and specific feedback based on observable behaviors.
Managers use structured format (e.g., SBI: Situation-Behavior-Impact) to enhance clarity and specificity.
The project manager avoids generalizations by tailoring feedback to the individual's role, level, and goals.
My manager focuses on specific behaviors or actions rather than general comments.
My supervisor bases feedback on observable/observed behaviors or specific instances.
My manager bases feedback on observable facts and behaviors, not personal opinions or emotions.
The supervisor uses data, metrics, or documented observations to support employee feedback.
The supervisor links feedback directly to specific role expectations, kpis, or project outcomes.
My manager uses concrete examples to illustrate patterns, not just isolated incidents or anecdotes.

Constructive

Constructive feedback centers on developmental intent and emotional intelligence. It is designed to help employees grow by addressing behaviors in a respectful, supportive manner that avoids personal judgment. Constructive feedback clarifies expectations, encourages reflection, and frames mistakes as learning opportunities. It often includes guidance, encouragement, and shared experiences that foster improvement over time. Where specific feedback answers what and when, constructive feedback focuses on how to improve and why it matters for long-term development. It builds safety and trust, enabling employees to receive feedback as a resource for growth rather than a threat to identity.

My manager addresses specific actions or behaviors, rather than making it about the person's character.
The project lead shares past experiences with others as learning opportunities.
My division improves employees on an ongoing basis through constructive feedback.
Supervisors provide constructive feedback geared towards helping employees grow and develop their skills.
My supervisor helps individuals reflect on their experiences and learn from their mistakes.
My manager clarifies what is expected in terms of performance and behavior.
Our department delivers feedback in a respectful and supportive manner.
The project leader enables employees to improve performance by providing feedback.

Feedback to Improve Performance

Feedback to Improve Performance focuses on the intent and impact of feedback--specifically how it drives individual and team growth. This dimension emphasizes actionable guidance, coaching, and alignment with role expectations, KPIs, and organizational goals. It includes both recognition of strengths and identification of areas for improvement, always with the aim of enhancing performance. Managers operating in this space use feedback as a developmental tool, offering tailored support, reinforcing accountability, and helping employees reorient behaviors to achieve better outcomes. The emphasis is on clarity, practicality, and follow-through--turning feedback into measurable progress.

My supervisor recognizes my strengths and identifies areas where improvement is needed.
My department combines constructive feedback with tailored support to drive meaningful progress.
My manager provides actionable suggestions and support for improvement.
Managers use feedback as a catalyst for development, aligning suggestions with role expectations and organizational goals.
The company provides feedback to help employees reorient their behaviors to improve performance.
The team leader addresses specific issues and provides constructive advice, feedback, and helps individuals improve their performance.
My manager offers clear, practical guidance to help others improve performance and grow professionally.
Improvement strategies are integrated with ongoing coaching and performance conversations.
Our department fosters a sense of accountability in performance.
Leaders translate observations into actionable next steps that enhance our individual and team performance.
Leaders recognize and reinforce positive behaviors and achievements as positive reinforcement.

Timely

Supervisors provide feedback in a timely manner to help employees understand their strengths and areas for improvement while the events are still fresh in their minds.
The project leader demonstrates urgency in addressing behavioral or performance gaps before they escalate.
My supervisor provides frequent and effective feedback to subordinates.
The project manager initiates feedback conversations promptly following key events or milestones.
My supervisor responds quickly to performance concerns or achievements, avoiding unnecessary delays.
My supervisor completes assessment forms in a timely manner.
The project leader provides feedback as soon after the event as possible.
Our team adheres to all deadlines in the on-line feedback process.
Our manager schedules regular check-ins to ensure feedback is ongoing, even between formal reviews.

Balanced

Balanced feedback emphasizes the tone, structure, and emotional impact of the feedback conversation. It ensures that both strengths and areas for improvement are acknowledged, creating a well-rounded and affirming experience for the recipient. Managers who practice balanced feedback intentionally begin with what the employee is doing well to foster psychological safety and engagement, then transition to developmental opportunities. This approach helps employees feel valued while remaining open to growth, and it reinforces a culture of appreciation alongside accountability.

The team leader offers both positive and negative feedback to provide a well rounded assessment of the individual.
The project manager acknowledges both strengths and areas for improvement.
Managers include both positive feedback and areas for improvement.
My manager begins feedback with what the recipient is doing well to set a positive tone that helps them feel valued.
My supervisor provides feedback to others that includes both their strengths and weaknesses.

Objective and Fair

Objective and Fair feedback focuses on the credibility, neutrality, and rigor of the feedback process itself. It emphasizes the use of multiple sources, observable behaviors, and performance standards to ensure that feedback is accurate, role-relevant, and free from bias. Managers practicing objectivity invite dialogue, avoid personal judgments, and ground their assessments in documented outcomes and expectations. Objective and fair feedback strengthens trust in the system by ensuring that evaluations are equitable, transparent, and aligned with organizational goals.

My department leverages feedback from multiple sources to offer a comprehensive perspective on the employee.
Our department evaluates work performance against established goals and standards, identifying areas where improvements can be made.
My supervisor invites the recipient to share their perspective and ask questions.
My manager focuses constructive criticism on specific behaviors or outcomes rather than personal attributes.
The project manager ensures that the feedback is related to the recipient's role and responsibilities.

Receiving Feedback

Seeks Feedback

Seeks Feedback focuses on actively requesting feedback from a broad range of individuals to gain diverse insights for decision-making and personal development. This dimension highlights openness to constructive criticism, engaging with various stakeholders, and ensuring feedback is consistently sought to refine performance. It prioritizes initiative and learning, reinforcing the value of proactively gathering perspectives.

My supervisor seeks out constructive criticism and praise from colleagues, supervisors, and team members.
The department head seeks a more comprehensive understanding of abilities and identifies specific areas for improvement.
Colleagues seek feedback from team members, senior leaders, and external stakeholders to gain diverse perspectives and insights that inform decision-making and strategy.
My supervisor seeks feedback from team members, senior leaders, and external stakeholders.
My manager seeks input from team members, senior leaders, and external stakeholders to harness diverse perspectives and insights for informed decision-making and strategic planning.
Our team solicits feedback from others.
My supervisor seeks feedback to enhance performance.
My supervisor seeks input from others, asking for their perspectives and suggestions on how to improve.
My manager seeks feedback from others.
Employees are not embarrassed to ask for an opinion.

Welcomes Feedback

Welcomes Feedback emphasizes actively embracing feedback with a positive mindset and using it as a tool for self-reflection and growth. This dimension centers on viewing feedback as an opportunity to improve, recognizing its value in professional development, and fostering self-awareness. It prioritizes enthusiasm and growth, ensuring individuals seek out and integrate feedback as part of their continuous learning journey.

Employees in my department welcome feedback from others about strengths and areas for improvement.
Coworkers in my department embrace feedback to help to build self-awareness.
Associates embrace feedback from others on their own strengths and shortcomings.
Associates welcome feedback as a catalyst for self-reflection and development.
Team members embrace feedback with a growth mindset.
Employees welcome feedback as a valuable experience.

Diversity of Perspectives

Diversity of Perspectives centers on the source and inclusivity of feedback. It reflects a commitment to gathering input from a wide array of voices (peers, supervisors, external stakeholders, customers, and industry experts) to ensure feedback is well-rounded, representative, and innovative. This dimension values multiple viewpoints, encourages cross-functional insight, and fosters psychological safety by ensuring all voices are heard. While it may contribute to performance improvement, its primary focus is on enriching the feedback process through inclusivity, collaboration, and strategic breadth. It strengthens decision-making, equity, and cultural intelligence by embedding diverse perspectives into how feedback is collected and applied.

Colleagues involve external stakeholders, such as customers, partners, and industry experts, to bring in fresh perspectives and innovative ideas.
Our department seeks and utilizes data from several sources.
Colleagues gather input from team members, senior leaders, and external stakeholders to obtain varied perspectives and insights that guide decision-making and strategy.
My manager gathers and embeds feedback from a wide array of sources.
Senior executives seek input from diverse sources to ensure all perspectives are acknowledged and different viewpoints are taken into account.
My team seeks and incorporates feedback from various sources.
Our department seeks contributions from diverse sources to ensure all voices are valued and different viewpoints are incorporated.
Managers gather and integrate feedback from diverse sources.
My team seeks and values feedback from a variety of sources, including peers, supervisors, and external stakeholders.
Coworkers seek out different perspectives on important issues.
Coworkers in my department solicit input from various sources to ensure that all voices are heard and that different viewpoints are considered.
My supervisor seeks out and applies feedback from multiple channels.

Selects Feedback Givers

Selects Feedback Givers emphasizes carefully choosing the most appropriate individuals--such as peers, customers, or supervisors--to provide relevant and meaningful feedback. This dimension centers on structured feedback methods like 360-degree reviews, strategic selection of input providers, and ensuring feedback comes from sources that offer valuable insights. It prioritizes precision and relevance, ensuring feedback is collected effectively from those best positioned to provide informed perspectives.

Coworkers select an appropriate set of individuals (peers, subordinates, customers) to provide feedback through a 360-feedback system.
My manager asks others for their ideas and opinions.
My team leader engages with team members, senior leaders, and external stakeholders to gather a variety of perspectives and insights that inform strategy and decision-making.
Associates look to others for input.
Leaders invite and value input from others to gain a more comprehensive understanding of their abilities and areas where they can develop further.

Open

Open focuses on being receptive to feedback from various sources and ensuring an approachable attitude toward constructive insights. This dimension highlights listening to different viewpoints, considering suggestions, demonstrating visibility and accessibility, and fostering an environment where feedback can be shared freely. It prioritizes availability and willingness, ensuring that individuals and leaders are receptive to diverse perspectives and insights.

My supervisor open to the suggestions of others.
Supervisors are willing to consider different viewpoints and understand that diverse perspectives can offer valuable insights.
My team is willing to listen and consider feedback from colleagues, supervisors, and other stakeholders.
Supervisors consider other's opinions and suggestions.
The project manager accepts the views of others.
Managers are receptive to feedback from others regarding both strengths and weaknesses.
My manager is open to receiving insights from others about their strengths and areas needing development.
Coworkers are open to receiving feedback.
My manager is visible and approachable.
My manager accepts constructive criticism and praise from others regarding strengths and weaknesses.
My team leader is easy to approach with ideas and opinions.
The project leader open to feedback, new perspectives, continuous learning and self-development.

Continuous Learning

Continuous Learning within the feedback dimension emphasizes an ongoing, proactive commitment to growth. It reflects how individuals and teams use feedback not just as a momentary input, but as a sustained mechanism for development. This includes integrating feedback into coaching conversations, tracking progress over time, and aligning improvement efforts with professional goals and organizational standards. Continuous learning is future-oriented--it's about building capability, fostering a culture of development, and reinforcing feedback as a tool for advancement. It often involves structured support, such as training, goal-setting, and performance planning, to ensure that feedback leads to tangible growth.

Supervisors create an environment that values continuous learning and improvement.
Associates engage in a proactive approach to feedback to foster a culture of continuous learning and development.
Employees in my department demonstrate a commitment to personal and professional growth through open acceptance of feedback results.
My manager demonstrates a firm commitment to continuous learning and self-improvement.
Associates use feedback appropriately for professional development.
My team uses performance feedback as a tool for employee development.
Our department identifies specific steps to improve based on feedback and tracks progress over time.

Active Listening

Active Listening within the feedback dimension emphasizes the receptive and relational aspects of the feedback process. It reflects a manager's ability to be fully present, open, and non-defensive when receiving input--whether positive, negative, or constructive. This includes behaviors like allowing others to speak without interruption, asking clarifying questions, showing appreciation for the feedback, and keeping the conversation focused on solutions rather than blame or justification. Active listening fosters psychological safety, builds trust, and signals that feedback is valued. It's about creating space for dialogue and understanding before any action is taken.

My supervisor gives full attention to the feedback provider.
My supervisor shows appreciation for the feedback that is given, even when it's difficult to hear.
The manager engages in feedback conversations with a growth mindset, prioritizing development over justification.
In our department, feedback is welcomed as a springboard for progress without deflecting or assigning fault.
My manager allows the person providing feedback to complete their thoughts without interrupting them.
My supervisor listens actively and constructively, keeping the dialogue centered on solutions and future growth.
My manager follows up with the employee to confirm progress or ask for further input.
My manager receives feedback with openness, focusing on learning and improvement rather than defensiveness or blame.
The project lead listens and considers input from others, regardless of whether the feedback is positive, negative or constructive.
The project manager actively listens to employees and asks clarifying questions to ensure full understanding before responding.

Seeking Clarification

My supervisor asks for clarification of any feedback is confusing or incomplete.
Managers engage with team members to allow for a better understanding of on-the-ground realities and operational issues.

Self-Reflection

Self-Reflection focuses on the internal process of interpreting and learning from feedback. It emphasizes introspection, pattern recognition, and personal accountability. Individuals practicing self-reflection examine how their behaviors, decisions, or blind spots may have contributed to outcomes, and they use feedback to recalibrate their approach. This dimension is more retrospective and cognitive--it's about making meaning from feedback, exploring alternative interpretations, and connecting insights to long-term aspirations. Self-reflection deepens internal awareness, ensuring that feedback leads not only to skill development but also to greater emotional intelligence and self-understanding.

The department head connects feedback to long-term career aspirations and development goals.
My supervisor considers how personal behaviors or decisions may have contributed to outcomes discussed in feedback.
Our team explores alternative perspectives or interpretations of feedback to broaden self-awareness.
Employees in my department use feedback as a catalyst for self-reflection and development.
My team leader reviews past feedback to evaluate progress and recalibrate efforts.
Coworkers recognize feedback as a vital catalyst for personal and professional development.
Feedback is examined for patterns over time to identify recurring themes or blind spots.
Team members ensure that any concerns raised through feedback are resolved.
Our department reviews work achievements in relation to defined goals and criteria, recognizing areas for potential improvement.

Acts on the Results

Acts on the Results focuses on the implementation and follow-through that occurs after feedback is received. It reflects a commitment to translating insights into concrete actions--whether through personal behavior change, team-level adjustments, or strategic planning. This dimension includes breaking feedback into manageable components, designing improvement plans, integrating feedback into development goals, and monitoring progress over time. Acting on the results ensures it leads to meaningful change. It's the difference between receiving feedback well and using feedback effectively.

I know how to break down the feedback into manageable components, to help me better understand the actions needed to improve.
The supervisor creates an action plan for me based on the feedback I received.
I know how to implement actionable strategies to address any issues identified through feedback.
Leaders help employees transform their feedback results into practical steps.
The team leader designs growth strategies and action plans to tackle performance gaps and requirements, informed by feedback.
The project manager follows up on any issues identified through the feedback process.
My team leader integrates feedback into personal development plans and goal-setting processes.
My supervisor monitors and adjusts performance in response to feedback.
I am able to take the feedback to heart and implement change where necessary.
My manager ensures that subordinates act on the feedback they receive from others.
The members of my team address any issues discovered during the feedback process.
My manager executes effective plans to tackle problems highlighted by feedback.
My supervisor implements concrete solutions to address issues identified via feedback.
My team monitors and adjusts performance in response to feedback by regularly assesses progress making necessary changes to improve effectiveness.
Coworkers in my department apply practical strategies to resolve issues identified through feedback.
I can take action on problems identified through feedback.
Employees in my department integrate feedback appropriately to support professional advancement, ensuring it is handled with integrity.

Integrity and Trustworthy

My manager ensures the protection and confidentiality of those providing feedback.
Supervisors maintain the integrity and confidentiality of feedback givers.
The project manager upholds the privacy and integrity of feedback contributors.
Senior executives maintain the confidentiality of feedback given.

Managing the Process

Manages Process

Team members employ feedback judiciously to foster professional growth, maintaining a focus on ethical and constructive use.
Supervisors leverage feedback responsibly to enhance professional skills.
The members of my team utilize feedback in a manner that prioritizes professional development and avoid any misuse.
Our team applies feedback responsibly for professional growth, ensuring it is used ethically and constructively.
Our department measures performance against predefined goals and standards, detecting opportunities for growth.
My manager implements best practices regarding feedback.
My manager manages the feedback process.
The supervisor determines the appropriate timeline for implementing feedback results.
My supervisor works with others to ensure a smooth feedback process.
Our team is effective in using 360-degree feedback as a tool for individual and organizational development.

Coaching

Coaching focuses on guiding employees through feedback analysis, reflection, and action planning to enhance performance and career development. This dimension highlights structured conversations that help employees set goals based on feedback, refine their behaviors, and understand key insights for improvement. It prioritizes mentorship and strategic feedback application, ensuring individuals actively translate feedback into growth-oriented actions.

My manager engages in impactful performance feedback sessions.
Managers guide employees through a structured process of reflection and action planning.
The project manager engages in productive performance feedback conversations.
Leaders facilitate constructive feedback sessions by emphasizing actual observations compared to performance goals.
Leaders conduct effective performance feedback conversations by focusing on helping the employee's career development.
I can assist employees in analyzing the feedback they receive to identify key themes and specific areas for improvement.
Managers conduct effective feedback discussions by concentrating on expectations, observations, evaluations, and outcomes.
I assist the members of my team in using their feedback to create clear and manageable goals that align with their professional development plans.
I can offer guidance to assist employees in adjusting their behaviors to enhance performance.
My manager helps employees to thoroughly understand the feedback they receive, identifying key takeaways, and determining specific steps they can take to address any areas for improvement.
The supervisor reviews the feedback that subordinates receive from others.
Supervisors engage in productive feedback conversations by focusing on expectations, observations, assessments, and consequences.
The project lead assists employees in converting their feedback results into actionable items.
My team guides employees in translating their feedback into action plans.

Provides Support

Provides Support emphasizes offering the necessary tools, training, and resources to ensure employees can implement feedback effectively. This dimension centers on regular feedback sessions, mentorship programs, education, and constructive discussions that empower employees to succeed. It prioritizes accessibility and enablement, making sure individuals have the assistance and materials needed to act on their feedback.

Supervisors provide the necessary tools, training, and support to ensure that feedback is constructive, timely, and actionable.
My manager provides support and resources, such as training programs, mentorship, or tools, to help employees develop the skills and knowledge required to implement these changes effectively.
My manager facilitates meaningful performance feedback discussions.
My manager provides guidance and support throughout the feedback process.
Our department leadership cultivates a positive atmosphere by providing feedback, guidance, and support.
The company offers resources, tools, and regular check-ins to ensure employees stay on track and make meaningful progress during the feedback process.
My manager conducts regular feedback sessions, such as one-on-one meetings or performance reviews, to help maintain ongoing communication and ensure that employees stay on track with their development goals.
The department head facilitates employees in transforming feedback into tangible actions.
My division offers the necessary resources, education, and assistance to ensure feedback is effective, prompt, and practical.
The project manager facilitates effective feedback between managers and their employees.
Leaders equip managers with essential tools, training, and support to guarantee feedback is constructive, timely, and actionable.

Provides Training

My department organizes workshops on effective communication, offering resources for self-assessment, and implementing feedback systems.
My team works with Human Resources to implement training for the feedback system.
Supervisors plan workshops on effective communication, providing resources for self-assessment, and establishing feedback mechanisms.
Employee development is supported by providing targeted training and resources.
The company hosts training sessions on communication skills, supplying self-assessment tools, and setting up feedback systems.
My department conducts seminars on effective communication, offering self-assessment resources, and deploying feedback frameworks.

Positive Attitude

Positive Attitude focuses on how individuals perceive and embrace feedback as an opportunity for growth and improvement. This dimension highlights the willingness to view feedback constructively, appreciate insights, recognize feedback as a learning tool, and foster a culture that values continuous development. It prioritizes mindset and receptivity, ensuring that employees approach feedback with enthusiasm rather than resistance.

Coworkers consider feedback as a positive and enriching process.
The members of my team view feedback as a valuable insight into their work behaviors, strengths, and areas for improvement.
Employees in my department see feedback as an opportunity for growth.
My manager expresses appreciation for the feedback and acknowledge the effort others put into providing it, fostering a positive feedback culture.
Colleagues view feedback as a way to identify areas for improvement, set meaningful goals, and continuously strive for excellence.
Colleagues view feedback as an opportunity for growth.
Coworkers in my department regard feedback as a beneficial opportunity.
Managers view feedback as a positive experience.
My team sees feedback as an opportunity to learn and improve.

Creates Conducive Environment

Creates Conducive Environment emphasizes how leadership and organizational culture actively encourage and facilitate open communication and meaningful feedback exchanges. This dimension centers on fostering dialogue, building trust, promoting mutual respect, and ensuring employees feel supported in providing and receiving constructive feedback. It prioritizes structural support and culture-building, making sure the workplace itself nurtures an environment where feedback is integral to growth.

The supervisor fosters a constructive environment through feedback, coaching, and mentoring.
Senior executives nurture an environment that supports lifelong learning and progress.
My department develops a culture that supports open conversations, mutual respect, and continuous enhancement to facilitate constructive feedback between managers and their employees.
The project manager fosters a culture of continuous improvement, where feedback is used as a valuable tool for growth and development.
Managers create an environment that encourages open communication, mutual respect, and continuous improvement to facilitate effective feedback between managers and their employees.
My team leader fosters a culture where feedback is seen as a valuable opportunity for growth and development.
Supervisors foster a culture of continuous improvement by embracing feedback from others.
My division builds an atmosphere that fosters open communication, mutual respect, and perpetual growth to enable effective feedback exchanges between managers and their teams.
My manager fosters a culture of dialogue and performance insights at all levels which is essential for effective feedback in crucial interactions between employees and their managers.
My team leader cultivates a setting that promotes open dialogue, mutual regard, and ongoing development to ensure effective feedback between managers and their employees.
Leaders promote an atmosphere that champions continuous education and enhancement.
My manager creates an atmosphere that supports and encourages dialogue, enabling employees to develop the necessary skills to effectively seek, provide, and receive feedback.