Anytime Feedback is a lightweight and flexible tool that allows employees to request or give feedback at any time, outside of formal review cycles. It supports a culture of continuous feedback, reflection, and growth, without needing direct involvement from HR or managers.
This article provides a high-level overview of how Anytime Feedback works and how you, as an HR Admin, can support and oversee its use across your organization.
What is Anytime Feedback?
Anytime Feedback gives employees the ability to:
Request feedback about themselves from peers, managers, or direct reports.
Give feedback to others on their own initiative.
Managers can also request feedback on behalf of their direct reports to support development, prepare for upcoming conversations, or gather broader input.
It is designed to be informal and employee-led. Employees manage the entire process themselves, including selecting reviewers, customizing questions, setting visibility, and choosing when feedback is released. While managers and HR can be included, their involvement is optional unless feedback is being requested on someone else’s behalf.
To create one, click the ➕ shortcut in the lower left corner of the page, then select Anytime Feedback.
How employees use it
Employees can:
Request feedback for personal development, project retrospectives, or to prepare for upcoming conversations like performance reviews or growth check-ins.
Include a self-assessment by listing themselves as a reviewer.
Use templates provided by HR or build their own questionnaires.
Choose who sees what, with visibility settings that allow full transparency, anonymity, or no visibility for the reviewee.
For detailed employee instructions, click here.
How managers use it
Managers may use Anytime Feedback in a few ways:
Give feedback to their direct reports.
Request feedback on behalf of their direct reports, either to prepare for development conversations or to gather additional perspectives from the team.
Be added as a reviewer on employee-initiated feedback requests.
View submitted feedback when visibility settings allow it.
Depending on how feedback was requested, managers may or may not be included in the visibility settings. If they are, this input can support coaching and development conversations.
For detailed manager instructions, click here.
HR’s role and visibility
As an HR Admin, you can monitor and support usage without needing to be involved in every request.
Dashboard access
The Anytime Feedback dashboard provides an overview of usage trends, including:
Who is requesting and responding to feedback
Participation and completion rates
Filters by time period, feedback type, reviewer, reviewee, or topic
The ability to view feedback content if visibility permissions allow
Managing templates
You can create and manage reusable templates for common feedback use cases, such as peer input, project reviews, or offboarding. Employees and managers can still edit these when making requests.
Default settings
You can control key settings, including:
Default visibility and anonymity options for feedback
Whether employees can adjust HR visibility
Whether employees can give anonymous feedback
Note: Admin access does not override visibility settings. If feedback is hidden from HR, it will remain hidden.
Automating feedback requests
You can automate Anytime Feedback to trigger requests based on key events. A common example is collecting feedback on new hires after 30, 60, or 90 days.
This is an easy way to standardize early feedback while reducing manual work for HR and managers. Learn more about automation here.
Best practices
Encourage employees to start small and use the tool regularly, not just around review time
Recommend self-assessments as a helpful way to prepare for performance or development discussions
Remind managers they can give feedback or request feedback on behalf of their reports at any time. This is a helpful way to support team development without relying on formal cycles