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Drive a culture of feedback with this Coda resource

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All things feedback at Coda

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What’s in this doc?

Making a culture of continuous feedback takes work! This is a doc for all of your “how to feedback” needs
Feedback basics - why it’s important at Coda, when to give it, and to whom
Tips for having
to learn more

Why is feedback important at Coda?

Good feedback clarifies expectations, helps people learn and develop, builds confidence, and gives direction on areas to improve. It’s in our values!

Everyone is a maker

We have a about our users and ourselves. We think of ourselves as coaches, bringing out the best in every person and giving direction on areas to improve.

We build building blocks

We leverage moments small and large to learn and improve and to create a culture of continuous feedback.

Right over familiar

We trust our teammates to reflect to us the areas where we can improve, nudge us towards better versions of ourselves, and encourage us to do more of what we do well.

When should I give or ask for feedback?

To support a culture of continuous feedback, ask and give feedback anytime. Here are some moments to anchor in:
At the end of a story, project or sprint, ask for and share with the teammates you worked with.
Quarterly, with our Pulse survey. It’s a company ritual to give feedback and kudos to fellow Codans when we do our quarterly survey.
Annually, as part of a 360 review. Managers will request feedback for their directs, and will have access to any feedback received throughout the past year.
And really, anytime! Ask for it (), and ask if you can give it.

Who should I ask for feedback? Who should I give it to?

ask-question

Ask

Anyone with direct experience working with you or observing your work
trust

Give

To anyone you have direct experience or impact from working with or observing their work
More about this in the section on .

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