1. Introduction

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At insideOUT, we believe that open, honest, and constructive feedback is essential for personal and collective growth. This guide outlines our approach to feedback and reviews, helping all team members contribute to a culture of continuous improvement and mutual support.

Although they are related, we have decoupled our formal feedback processes from our Compensation Framework . This is so we can have meaningful conversations with each other about performance and growth without the pressure of financial implications.

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2. Our Feedback Philosophy

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Continuous and Timely: Feedback should be given regularly, not just during formal reviews.
Specific and Actionable: Focus on concrete examples and provide clear suggestions for improvement.
Balanced: Recognize strengths while also addressing areas for development.
Growth-Oriented: Frame feedback in terms of future improvement rather than past mistakes.
Two-Way: Encourage a dialogue where both parties can share their perspectives.

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3. Types of Feedback

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3.1 Informal Feedback

When: Anytime, as part of day-to-day interactions
How: In-person, via chat, or during team meetings
What: Quick observations, appreciation, or suggestions for improvement

3.2 Formal Reviews

When: Bi-annual performance feedback process