Feedback in Teamflect isn’t one-size-fits-all. The Visibility settings allow you to decide exactly who can see your input—whether it’s a manager, the recipient, or both—with the option to remain anonymous. These settings help balance openness with sensitivity, ensuring feedback contributes to growth while protecting employee voices when needed.
Visibility Options in Teamflect
When giving feedback, you’ll see a Visibility dropdown. You can choose from the following options:
Visible to the manager only
The feedback is only shared with the recipient’s manager.
Visible to the recipient and their manager
Both the recipient and their manager can view the feedback content and the author.
Visible to the manager and anonymously visible to the recipient
The feedback is shown to the recipient, but your identity remains hidden.
Note: If you don’t see the Visibility dropdown, this feature has been disabled by your Teamflect administrator.
Where to Find the Visibility Menu
When you're creating new feedback:
Click New Feedback
Select Give Feedback or Ask for Feedback
You’ll see the Visibility dropdown under the feedback form
Choose the appropriate level based on your intent and the sensitivity of the content
HR-Focused Use Cases
1. Confidential upward feedback
Let employees share feedback on their managers while maintaining anonymity, helping HR identify potential leadership issues.
2. Peer reviews with transparency
Use the shared visibility setting to ensure feedback is used constructively and fosters team improvement.
3. Sensitive feedback scenarios
Choose limited visibility when addressing delicate issues, such as conduct, interpersonal dynamics, or early performance concerns.
Final Thoughts
Feedback visibility in Teamflect ensures flexibility while maintaining accountability. Whether you're offering praise, coaching, or reporting concerns, adjusting who sees your feedback ensures it serves its purpose effectively. If you're unsure which visibility setting to choose, consider the nature of the feedback and your organization's culture.