This kit is designed to help organizations successfully introduce Teamflect Feedback to employees and managers after initial rollout.
The Feedback module helps employees and managers exchange meaningful feedback throughout the year, making development conversations more timely, relevant, and actionable.
This article includes ready-to-use communication templates, rollout guidance, FAQs, and adoption recommendations to support a smooth internal launch and encourage long-term usage.
Recommended Timing
This kit is best used:
After the Feedback module has been enabled in your environment
After the admins have customized the feedback templates to fit company's needs and culture
When introducing continuous feedback practices to employees
Before or after a performance review cycle
When promoting a coaching and development culture
When encouraging more frequent growth conversations across teams
What's Included in This Kit
This kit includes:
Employee launch email
Manager-focused communication
Teams announcement copy
Example use cases
"Why are we launching this?" messaging
Suggested FAQ
Suggested adoption pulse survey
Rollout timeline recommendations
Related Resources
Attachments
1. Employee Launch Email
Scroll to the bottom of this article to download.
2. Manager Communication
Scroll to the bottom of this article to download.
You can customize these templates to match your organization's tone, branding, and internal communication style.
3. Teams Announcement
🎯 Feedback is now available in Teamflect!
You can now:
Request feedback from colleagues and customers
Share feedback quickly and easily with peers and direct reports
Support professional growth
Build stronger working relationships
The best feedback happens in the moment, not months later!
4. Example Use Cases
Not sure when to ask for feedback? Here are some common examples:
For Employees
After completing a project
After presenting to a customer or stakeholder
During onboarding
After facilitating a workshop or meeting
Before applying for a new role or promotion
While developing a new skill
For Managers
After delivering coaching sessions
Following team projects or initiatives
During leadership development
When supporting employee growth plans
Before formal performance reviews
For Teams
After cross-functional collaboration
Following major milestones
During retrospectives
When introducing new processes or ways of working
Tips for Effective Feedback
Be specific and focus on observable behaviors.
Provide feedback as close to the event as possible.
Balance recognition and development opportunities.
Focus on helping others grow rather than evaluating them.
Make feedback a regular habit rather than a once-a-year activity.
5. Why Are We Launching This?
Traditional performance conversations often happen too infrequently to support continuous development.
The Feedback module helps employees and managers exchange meaningful feedback throughout the year, making development conversations more timely, relevant, and actionable.
By making feedback easier to request and share, organizations can:
Encourage continuous learning
Support employee development
Improve collaboration
Strengthen coaching and mentorship
Reduce surprises during formal review cycles
The goal is not to increase administrative work. It's to make growth-focused conversations easier and more natural.
6. Suggested FAQ
Is feedback anonymous?
Whether feedback is anonymous depends on the Feedback Visibility Settings configured by your organization's administrators.
Your organization can configure feedback visibility to determine whether the person receiving feedback can see who submitted it. Depending on the configuration:
Anonymous feedback enabled: The feedback recipient will not see the name of the person who provided the feedback.
Anonymous feedback disabled: The feedback recipient can see who provided the feedback.
Manager and admin visibility: Administrators can also configure whether feedback providers remain anonymous to managers and admins.
These settings are controlled by your organization's administrators and may vary depending on the type of feedback being collected. For more information, see Feedback Visibility Settings Explained.
Who can request feedback?
Who can request feedback depends on the Feedback Request Settings configured by your organization's administrators. Depending on your organization's configuration, you may be able to request feedback from different groups of people, such as:
Peers – You can request feedback from colleagues at a similar level or role.
Direct Reports – You can request feedback from employees who report to you.
Managers – You can request feedback from your manager or other managers, depending on your organization's configuration.
Other Users – Your organization may allow feedback requests from additional users or groups.
If a particular person or group does not appear as an option when you request feedback, your organization's Feedback settings may restrict who you can request feedback from. These permissions are controlled by administrators in the Feedback settings in the Admin Center.
For more information, see Feedback Visibility Settings Explained.
Who can see my feedback?
Who can view your feedback depends on your organization's Feedback Visibility Settings. Your organization can configure whether feedback is visible to:
The feedback recipient
Their manager
Administrators
Other users with the appropriate permissions
Visibility can also vary depending on whether the feedback is anonymous.
For a detailed explanation of how these settings affect feedback visibility, see Feedback Visibility Settings Explained.
Can I choose whether my feedback is anonymous?
Whether you can choose to submit feedback anonymously depends on your organization's configuration. If administrators have enabled anonymous feedback, you may be able to provide feedback without your name being shown to the recipient. If anonymous feedback is not enabled, your name will be associated with the feedback you submit.
The available options are controlled by your organization's Feedback Visibility Settings.
Can I request feedback from anyone?
Not necessarily. Your organization can restrict who employees can request feedback from through the Feedback Request Settings. Depending on your organization's configuration, you may be able to request feedback from specific groups, such as peers, managers, or direct reports. You will only see the people or groups that your organization has made available to you.
If you cannot find someone you want to request feedback from, it may be because that person is not included in the available feedback-request options configured by your administrator.
Why don't I see the same feedback options as another employee?
Feedback options can vary depending on your organization's configuration and your role or relationship with other users. For example, one employee may be able to request feedback from direct reports while another employee may only be able to request feedback from peers or managers.
Administrators control these options through the Feedback settings in the Admin Center.
Where can I learn more about feedback visibility?
For a detailed explanation of the settings that determine who can see feedback, whether feedback providers are anonymous, and how visibility changes based on the administrator's configuration, see Feedback Visibility Settings Explained.
When should I request feedback?
Feedback is most valuable when requested shortly after a project, presentation, collaboration, or learning experience while the details are still fresh.
Is feedback only used for performance reviews?
No. Feedback can support ongoing development, coaching, career growth, and collaboration throughout the year.
7. Suggested Adoption Pulse Survey
Recommended Timing
3 weeks after launch
Suggested Questions
Have you requested feedback through Teamflect?
Have you provided feedback to a colleague through Teamflect?
How easy was it to use the Feedback module?
Do you feel more comfortable requesting feedback using Teamflect?
Has feedback become more timely since launch?
What would encourage you to use the Feedback module more often?
What improvements would you like to see?
You can run this adoption pulse survey using Teamflect Surveys.
8. Suggested Rollout Timeline
Timing | Recommended Action |
Day 1 | Send employee and manager launch announcements |
Day 3 | Share examples of effective feedback requests |
Week 2 | Share feedback best practices and use cases |
Week 3 | Run adoption pulse survey |
Month 1 | Share adoption statistics and success stories |
9. Related Resources
Looking for sharing more information about Feedback in Teamflect?
Explore the resources below to help employees and managers get the most out of the Feedback module.
Feedback Module Guided Tour: https://teamflectdemo.navattic.com/feedbackdemo
Feedback Module Video Tutorial: https://help.teamflect.com/en/articles/8890237-feedback-module-tutorial
How to Ask for Feedback: https://help.teamflect.com/en/articles/8876398-how-to-ask-for-feedback-for-myself
How to Request Feedback on Behalf of Your Direct Reports: https://help.teamflect.com/en/articles/8876338-how-to-request-feedback-on-behalf-of-your-direct-reports
How to Give Anonymous Feedback: https://help.teamflect.com/en/articles/8876314-how-to-provide-anonymous-feedback-in-teamflect
Feedback Visibility Settings Explained: https://help.teamflect.com/en/articles/8876416-feedback-visibility-settings-explained
Use AI to Summarize Feedback: https://help.teamflect.com/en/articles/8876349-how-to-use-teamflect-s-ai-to-summarize-feedback-quickly-and-effectively
All Feedback Resources Collection: https://help.teamflect.com/en/collections/8024558-feedback-articles-for-end-users
Recommendations
For the best adoption results:
Encourage managers to actively participate
Promote real-world feedback examples
Reinforce that feedback is intended for growth and development
Make feedback a regular habit rather than a once-a-year activity
Organizations that build a culture of continuous feedback often see stronger employee development, more meaningful performance conversations, and fewer surprises during formal review cycles.
Attachments
Use the following ready-to-use communication templates as part of your AI Agent rollout:
Employee Launch Email (download below)
Manager Communication (download below)
You can customize these templates to match your organization's tone, branding, and internal communication style.