We use a tool called BigTeam(https://bigteam.co/), it's a newly built tool to address the broken feedback processes within any organization. What's great about it is whether you're a researcher, brand manager, creative, almost anyone in your team can use it, it's quite robust and holistic. It solves the problems of Who exactly to ask but also a survey builder helps aid the type of questions to ask for actionable feedback too.

Obviously only for positive feedback, but we have a command /praise in Slack at Reddit. This let's you acknowledge someone quickly for a good job, and the results are collected into a channel and into Small Improvements, which is the heavier performance review system we use. It actually gets used quite a bit!

I can see that having a small command would make it easier to give positive feedback (which is important, since negative feedback has a much heavier emotional weight), but have you noticed any devaluing of positive feedback due to how easy or common it is to give it?

We use OfficeVibe (http://www.officevibe.com) which allows employees to provide anonymous feedback (good and bad) and helps us track our ongoing progress. It's quite helpful.

I have used 7Geese[1] in the past. A little overwhelming as a tool but there are some nuggets of usefulness there.

15Five[2] (what's with these names?) is another one I have used and is a little more approachable.

1. https://7geese.com/

2. https://www.15five.com/

15Five is excellent. 15 minutes each week for a team member to submit feedback / 5 minutes for a manager to review. I find people bring up concerns in their 15fives that I can address quickly before they become larger problems.

We use TinyPulse to keep team / upward feedback regular (weekly basis). I've also found that co-locating as much as possible is very effective to build a culture of natural flowing 1-1 feedback... strong relationships have always been better than any app I've used.

I work at https://www.cultureamp.com so I'm biased. Of course, we use the product ourselves. I think it's great.

We use CareerLark[1] in our office. It's nice and lightweight (plus easy to onboard people on to).

1. http://www.careerlark.com/

The emoji-scale 1-5, how exactly do you define that scale? Do you give feedback on a per-person basis or company wide? Say I have a team of 3 engineers, all with "Senior" title however I expect one to naturally outperform the other two.

This quarter s/he's slacked a bit, maybe s/he's not as driven or it's something personal - but s/he's still performing just as well as the other two engineers who've both performed exceptionally well and I'm giving them both a 5.

Do I give the engineer I expected to do better a 5? Or a 4? I mean I expected them to do better but I'm still really happy with their work.

I use www.oneone.io.

Both to manage my one on ones and to gather feedback from the team.