Using Feedback Canvas to Create High-Performing Teams
summary
Describes applying a Feedback Canvas process at Creditas to replace semiannual top-down performance reviews for a growing tech organization (40 people, 8 autonomous teams, no managers). Explains how the team-run Feedback Canvas gives richer, collective feedback to develop technical and nontechnical skills, details adaptations made to make evaluations modern and informal, and reports results, challenges, and next steps.
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chapters (39)
- 0:00Introduction
- 0:42Brazilians Pay the Highest Interest Rates in the World
- 1:20Collateral Loan
- 1:50Interest Rates
- 2:25Working Capital
- 3:05Feedback Culture
- 7:30Expectation Alignment
- 8:13Negative Points
- 9:20Tips to Ease the Pain
- 11:16Final Board Milestone
- 12:05Negative Feedback
- 12:38Debate Due to Lack of Empathy
- 13:07Problem Solving
- 13:46PM Dance
- 14:25Performance Evaluation
- 14:52BCG Model
- 15:24Team Map
- 16:26Team Feedback
- 16:38Feedback from the Teams Themselves
- 16:49Experiments
- 17:28360 Evaluation
- 18:47VIP Feedback
- 20:46Product Feedback
- 21:19Competency Standards
- 21:42Relative Scale
- 22:36Facilitator Role
- 23:14Competencies
- 24:03Message
- 26:34Slow Engagement
- 27:27Action Plans
- 28:47Reflection
- 31:15What Didn’t Work
- 32:07The Importance of Grades
- 33:03The Process Was Orphaned
- 33:55Adding an Intermediate Management Layer
- 35:10What We Plan to Do Mid-Year
- 36:22References
- 37:10Feedback in Other Areas
- 41:31Questions
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