Feedback Programs - Quick Guide

  • 10 February 2021
  • 2 replies

Userlevel 7

If you’re wondering when, how, and for who to use the various feedback products that are a part of Glint’s People Success Platform, this chart will help:


Four easy ways to enable employees and managers to do their best work

Building a culture of People Success, where people can be their best selves and do their best work, depends on effective habits to drive sustainable improvement. Providing feedback tools that employees, managers, and teams can easily adopt and use over time is an important step to create such habits. Here, we provide guiding questions and information to help you navigate the various Glint feedback programs designed to support growth and development of employees at all levels.​

Key questions to guide your decision

Manager Items in Engagement Survey​

Glint 360 Manager Effectiveness Anytime Feedback

What is the purpose?​

Help teams share feedback on their managers as an opportunity to improve team engagement.​

Help key team members build greater self-awareness of strengths and blind spots based on diverse perspectives.​

Help managers develop skills and behaviors based on their team’s upward feedback.  ​

Help employees learn and grow by leveraging feedback they seek from others at any moment .​

When is it best to use?​

As part of ongoing employee engagement surveys to capture brief feedback on manager effectiveness and support.​

As part of high-potential or high-impact development programs.​

As part of regular assessment of leadership competencies or behaviors.​

To provide feedback after a specific event or experience.​

As part of general skill development across all managers. ​

As part of targeted skill development for a subset of managers (e.g., high potential, underperforming).​

As part of ongoing feedback practices across the organization. ​

As part of a large-scale development initiative across an organization.​

Who is it for?

Manager items are designed to help managers to better engage their team.​

360s are designed to support the development of leaders, managers, and/or selected employees.​

Manager effectiveness is best used for managers with 5 or more direct reports.​

Anytime Feedback is designed for employees at all levels. ​

Who provides feedback?​

Managers’ direct reports 
(employees participating in the engagement survey)​

Participants select the feedback providers including their manager, colleagues, and direct reports. ​

Managers’ direct reports are invited to provide feedback.​

Employees select and request feedback from anyone in the organization.​

What is included in the program?​

Glint’s standard engagement program has a few items on manager and one optional manager focus item; it can be customized.​

Glint’s standard program has 16 items representing the most relevant behaviors for success; it can be customized.​

Glint’s standard program has 13 items representing effective manager behaviors; it can be customized. ​

Glint’s standard program has 4 templates covering skills/behavior, events, performance, and general growth; it can be customized.​

What feedback report do the employees receive?​

Managers get a report that includes the manager item results on the dashboard once survey is closed.     ​

Participants get a 360 report on the dashboard once 360 is closed.​

Managers get a Manager Effectiveness report on dashboard once survey is closed.​

Participants access the feedback real time on Glint dashboard.​



2 replies

Userlevel 1

Will you be adding the CULTURE survey to this matrix? 


Userlevel 7

Such a great callout @kathryn.s.carmean !  I will ask our People Science team if they’d mind reviewing.