GitLab will be releasing the next round of written performance feedback on March 1, 2018 using Lattice. This time there will be 360 feedback where managers and direct reports will give feedback to each other, and each team member will add a certain number of peers to provide feedback as well. There will not be ratings associated with the feedback.
Q: What is the timeline for the March 2018 360 Feedback?
Cycle opens: March 1, 2018
Peer feedback selections made by: March 9, 2018
Feedback forms due/review cycle closes: March 23, 2018
Meeting with direct reports: Scheduled by March 30, 2018
Q: What will 360 feedback be based on?
A: Reviews will include the following five questions:
What's one thing this person should stop doing?
What's one thing this person should start doing?
What's one thing this person should continue doing?
In which GitLab value is this person the strongest? What is the impact of that?
In which GitLab value is this person struggling? How do you think they can improve?
Q: How long should the response to each question be?
A: Comments should be to the point and include specific examples. Each feedback form should be unique, therefore People Ops cannot link an example of a great manager to direct report feedback form, as it could be used as a template to copy and paste. Instead we encourage managers to reach out to People Ops to discuss any questions or work through the performance cycle.
Managers: In cases where you’ve identified your top performer, we should learn from what makes that person successful to share with others. In cases where below average performance is identified, you should plan to deliver a PIP to clearly identify performance gaps and expected changes.
All Team Members
Once People Ops launches a review cycle you should receive an email invitation from Lattice to begin the review process. From the email notification:
Click Select Your Peers or Perform Reviews (at the bottom of the email).
Login to Lattice.
If not immediately directed to the Reviews tab:
Click Reviews (at the top of the Home screen) => Review Cycles =>Active
Click Select Your Peers or Perform Reviews begin self, manager, and peer reviews.
All questions require an answer.
Answers will auto save as you complete the review form.
Click Save and Exit (at the top right corner) to save your work and come back later to finish your review.
Click Submit Review when finished.
Reviews are editable until the review cycle is closed.
People Ops will publish a notice before closing a review cycle.
Managers can view self reviews as they are submitted by their direct reports.
Once People Ops closes a review cycle:
Managers will see a review packet for their direct reports.
You can also download a PDF version of your direct report’s review packet.
Direct reports will receive an email from Lattice when a review packet has been sent to you.
Once you have clicked view direct reports then view feedback you will be able to add your manager remarks.
Click Share with__ to share the review packet with your direct reports (the review will not be shared until you take action).
Once the review packet has been shared by the manager an email will be sent to their direct reports with a link for them to now view the completed the feedback form.
Late Reviewers (alternate manager):
People Ops can add or update reviewers (past or present managers) during an active review cycle.
If you are added as a Late Reviewer:
You will receive an email from Lattice asking that you provide feedback on a particular individual.
To begin your review, click the link provided in the email.
You have access to Lattice’s Customer Success team by clicking the Chat button in the bottom right hand corner of the screen (looks like a document with a smile)
If you have any questions or concerns as you go through the performance cycle, please reach out to People Ops.
People Ops will update the reporting structure in Lattice before the review cycle is created by submitting a file feed through the admin portal.
People Ops will then create the cycle:
Select Admin at the top of the screen.
Click Create New Cycle
Name the cycle, click Save and Continue.
Select which employees will be part of the review.
Choose the proper template for the review cycle.
Check the box "Reviewees will select their own peers and get them approved by their manager."
Under Visibility, select "Share all feedback with reviewers’ names attached" and "When writing, allow managers to see reviews written about their direct reports as they’re submitted."
Disable Final Scores.
Select Manual Sequence.
Create Review Cycle and send out an informational email through Lattice.
Once the peer selection deadline has passed, admins can override manager approval of peer selections to keep the review cycle moving.
Follow-up with anyone who has yet to complete their reviews before the deadline for the cycle passes.
360 Feedback Meeting
No surprises. Team members should never hear about positive or performance in need of improvement for the first time at the feedback meeting. Team members should have regular 1:1s where this is discussed.
The overall aim is to providing meaningful feedback. Don't allow the the feedback meeting (document and conversation) to (d)evolve into a "todo" list.
Share the form with the team member in advance of the meeting so they can prepare and come to the meeting with questions and discussion points.
Make sure you (Manager) are also prepared for the discussion, write down some notes and key points you want to make.
Make sure you discuss positive aspects of performance, but avoid using the "feedback sandwich" to mask an honest conversation about areas that need improvement
Follow Up. Did you discuss pathways to career progress, or specific points of attention for improving performance? Make sure you add them to the top of the 1:1 doc so as to remind yourselves to follow up every so often.