Feedback

Flowtly Editorial Team2 min

Feedback is a core component of effective people management in Flowtly. The feedback module allows managers, team leads, and peers to provide structured evaluations and performance insights across your organization. Whether gathering input during a hiring process, conducting periodic performance reviews, or collecting 360-degree feedback, the system centralizes all feedback data in one place for easy reference and analysis.

Feedback requests can be initiated by managers or HR personnel and directed to specific individuals or groups. Each request captures structured responses that can be reviewed alongside employee profiles, making it straightforward to identify strengths, areas for improvement, and development opportunities. The module supports both formal review cycles and ad-hoc feedback collection.

Employees can also view feedback directed at them through their personal feedback view, promoting transparency and encouraging continuous professional growth. Historical feedback records provide a valuable timeline of an employee's development within the organization.

Example use cases

  • Performance Reviews: Create periodic feedback requests to gather manager and peer evaluations, building a comprehensive picture of employee performance over time.
  • Interview Feedback: Collect structured assessments from interviewers during the hiring process, ensuring consistent and objective candidate evaluations.
  • 360-Degree Feedback: Request feedback from multiple stakeholders including supervisors, peers, and direct reports to gain a well-rounded perspective on an employee's contributions.
  • Onboarding Check-ins: Gather feedback from new hires and their managers during the onboarding period to identify and address any early concerns.
  • Project Retrospectives: Collect team feedback after project completion to capture lessons learned and recognize individual contributions.

Connection map

Refers toPart of
Documented hereDocumented elsewhere
audit-log records person. second-factor held by person. person works under agreement. work-schedule assigned to person. benefit-assignment held by person. employee-profile describes person. employee-document filed against person. responsibility assigned to person. performance-target set for person. meeting held with person. holiday-request filed on behalf of person. leave-entitlement held by person. granted-allowance held by person. recurrence-rule requested by person. project staffed by person. project-rate rates person. booking books person.recordsheld byworks underassigned toheld bydescribesfiled againstassigned toset forheld withfiled on behalf ofheld byheld byrequested bystaffed byratesbooksAAudit trail — The record of who did what and when. It is how a user action is investigated after the fact, and what compliance is demonstrated from.Audit trailPPerson — An employee. The central record the rest of the workforce data hangs off — profile, documents, leave, benefits, rates.PersonSSecond factor — The extra proof of identity asked for at sign-in on top of the password — a six-digit code from an authenticator app, changing every 30 seconds.Second factorAAgreement — The document formalizing the terms between the organisation and one employee or contractor. It is the foundation of the employees module: whether someone has an active agreement decides whether they appear in the other modules at all.AgreementWWork schedule — The working days, hours and breaks assigned to an employee, from the week the assignment starts. It is what the Work Time calendar draws.Work scheduleEEmployee benefit — One benefit granted to one person for a date range. A person can hold several at once.Employee benefitEEmployee profile — The detailed record for one person: contact details, job role, department, employment history.Employee profileEEmployee document — A file attached to a person — a contract, a review, anything filed against them.Employee documentRResponsibility — An area of ownership assigned to a person.ResponsibilityPPerformance target — An objective set for a person and measured against.Performance targetMMeeting — A recorded one-to-one or review between people.MeetingHHoliday request — A request for time off, submitted for approval. Usually the employee files it; an administrator or HR manager may file one on that person's behalf, and it still goes to that person's approvers. Approving it is what turns it into leave the rest of the system counts.Holiday requestEEntitlement — How much leave a person has for the leave year. A request draws it down; the balance is what remains.EntitlementGGranted allowance — A number of days set for a person against one holiday type, effective from a date. It is granted rather than accrued, so a request against that type draws it down instead of the leave entitlement.Granted allowanceRRecurring request — A repeat an employee asks for once -- every Tuesday, the 10th of each month -- instead of filing the same request each time. It states where it ends, and Flowtly books each occurrence from it as that date comes due.Recurring requestPProject — The core organizational unit for a business initiative, client engagement or internal work. Everything tracked — time, cost, invoicing, profitability — hangs off one.ProjectMMember rate — A team member's billing or cost rate on a project. Rates are per member, so the same person can cost differently on two projects.Member rateBBooking — One person committed to a role, or directly to a project, for a stretch of time — at a percentage of their time, or for a number of hours on each chosen day. A booking is a plan, not a record of work done.Booking