Real-Time Feedback Platforms

The Feedback Loop Revolution: Why Annual Reviews Are Dead Alex sat across from his manager, stunned. "I'm not meeting expectations? But... this is the first I'm hearing of it." His manager shifted uncomfortably. "Well, there was that project last February where the client presentation wasn't up to par. And in April, your report lacked the depth we needed." "That was ten months ago," Alex said quietly. "Why am I just hearing this now?" This scene plays out in offices worldwide every day. The annual performance review continues to be the primary feedback mechanism in many organizations. It's a system that fails everyone involved. For employees like Alex, it means navigating in the dark for months, only to be blindsided by feedback too late to act upon. For managers, it means the impossible task of remembering a year's worth of performance details and delivering them in a way that somehow feels fair and comprehensive. Contrast this with Emma's experience at a company using Maxwell's continuous feedback approach. After presenting to a client, Emma received a notification: "Great job addressing the client's technical concerns today. Your preparation showed. One suggestion: Consider preparing more visual examples for non-technical stakeholders next time." The feedback was specific, timely, and actionable. Emma immediately incorporated the suggestion into her next presentation. No waiting. No guessing. Just growth. "The difference is night and day," Emma explains. "Before, feedback felt like a judgment on my worth. Now, it's just part of our daily workflow—a tool that helps me improve in real-time." This is the feedback loop revolution. It's not just about frequency; it's about fundamentally changing how we think about performance and growth. Maxwell's approach transforms feedback from an event into a continuous conversation. The platform enables immediate, context-specific feedback that arrives when it's most relevant; two-way dialogue that empowers employees to seek input when they need it; recognition that celebrates wins in the moment, not months later; and early intervention for performance challenges before they become patterns. Organizations using continuous feedback report 34% higher employee engagement, 26% lower voluntary turnover, and 22% faster skill development compared to those relying on annual reviews. For managers, the shift from annual reviewer to ongoing coach is equally transformative. Instead of dreading a single high-stakes conversation, they build coaching into their regular interactions, strengthening relationships and improving outcomes. The companies thriving today understand that growth happens in moments, not meetings. They're creating cultures where feedback flows naturally, where employees feel supported rather than judged, and where improvement is continuous rather than annual. Ready to leave annual reviews behind? Experience the future of feedback with Maxwell: https://lnkd.in/gR_YnqyU

Six-month performance reviews are broken. ❌ By the time feedback lands, it’s outdated. Managers can’t recall details. Employees leave frustrated. And in the AI era, six months is a lifetime. ⏳ That’s why Thomas Forstner (VP of People & Talent at Juro) rewired performance management with AI. The tipping point - believing that talent density was too important for the business to rely on "best practices" that weren't generating results. Instead of clunky review cycles and dreaded PIPs, Juro now runs: 🛢️ OILSmith → a custom GPT guiding managers through Juro’s OILS feedback framework (Observation, Impact, Listen, Suggestion). 🛠️ FutureSmith → AI-powered “futurespectives” that help managers and employees design roles for the next 6 months. ⚡ Slack nudges, Humaans automations, Zapier flows → performance as a continuous data stream. 📚 Notion as Org Brain → the living hub connecting all of it. The results? ✅ 300+ feedback conversations logged in 2 months ✅ Near 100% completion rate | 100+ hours saved ✅ 4.8 (out of 5) ChatGPT rating for OILSmith ✅ Early signals that PIPs can be eliminated entirely The bold takeaway: not every build has to be a super technical, vibe-coded platform! Sometimes, simple agentic workflows powered by GPT and first-principles thinking unlock the biggest wins. That’s why I’m thrilled to feature Thomas in the latest edition of How I Built It. 👉Read the full HIBI post in my Field Notes newsletter (link in comments) 👉Join our AMA with Thomas on Wed, Sept 10 (details below) Hope you can join us! Thomas will be sharing his full playbook. 🔥 #HowIBuiltIt #Huertanomics #AIforHR #PeopleOps #FutureOfWork

🚀 From Hackathon to Production: Introducing the AI Interview Companion Agent One of the most exciting outcomes of our recent Eightfold AI Hackathon is already live in production at scale. Interviewing today puts an enormous cognitive load on interviewers — remembering what to ask, tracking what was said, probing deeper, spotting gaps or contradictions, and then writing detailed feedback after the fact. The result is inconsistency, fatigue, and delayed decisions. So we built the AI Interview Companion Agent — a real-time AI assistant that works alongside interviewers to bring structure, consistency, and intelligence into every interview. 🔍 What the AI Interview Companion does * Nudge Agent: Surfaces critical unasked questions every ~10 minutes * Response Agent: On-demand guidance like “What should I ask next?” * Smart Feedback: Auto-generates the full feedback form using transcripts + competencies * Real-Time Transcript: Speaker identification with precise timestamps 💡 The impact we’re seeing * ⏱️ 30–40 minutes saved per interview * 📈 40% improvement in question coverage * ⚡ Feedback turnaround cut from 48 hours → <12 hours * 💪 95%+ interviewer confidence * 🎓 Enables junior interviewers to confidently run senior-level interviews What started as a hackathon idea is now a production-grade agent, already helping teams interview better, faster, and more fairly. This is just the beginning. The future of interviewing is real-time, intelligent, and guided — and we’re excited to keep building agents that raise the bar for hiring everywhere.

💬 When Listening Isn’t Enough: Designing Teams That Act on Employee Feedback We’ve all seen it: ✔️ The survey goes out ✔️ The insights come in ❌ And then… crickets. Listening without action is like watching the director’s cut without ever releasing the film. Great feedback loops don’t just collect opinions, they shape how organizations operate. Companies like Medallia are proving this: Employee Experience (EX) is no longer just about sentiment. It’s about designing teams, workflows, and leadership models that respond in real time. Here's an example: Schneider Electric wanted to boost employee engagement and retention, especially among frontline and distributed workers who often felt disconnected from corporate decision-making. What Medallia Did: Using Medallia’s Employee Experience (EX) platform, Schneider Electric implemented a real-time listening strategy that went beyond annual surveys. They deployed: - Pulse surveys tied to key employee lifecycle moments (e.g., onboarding, team transitions) - Text analytics and sentiment analysis to uncover patterns in open-ended feedback - Customized dashboards for local leaders and HRBPs to take targeted action The Outcome: Managers received tailored insights along with "action nudges"—specific, behavior-based suggestions to improve engagement on their teams. Leadership teams reorganized internal mobility pathways after identifying a common blocker in feedback around career progression. Engagement scores improved, especially among underrepresented groups and early-career employees. 🎯 The real competitive edge? Org design that closes the loop: -Leaders trained to recognize signal from noise -Team structures flexible enough to act on input -Feedback tied directly to decision rights and resourcing Systems in place to show employees: we heard you, and here’s what we did Because trust isn’t built in surveys—it’s built in what happens next. 📊 I’m curious—what’s one way your org has acted on employee feedback in the past year? #EmployeeExperience #OrganizationalDesign #LeadershipDevelopment #Medallia #PeopleStrategy #TrustBuilding #EXtoAction #HRInnovation

FeedbackNow began over 15 years ago with the iconic “Green/Yellow/Red” smiley buttons—well-known as the fastest way to gauge customer feelings in the moment and at the point of experience. Lately, we're seeing many clients hit home runs with the often underrated potential of our simple and flexible “123” solution; incredibly powerful for driving real-time operational improvements. We tend to see 3 basic use cases (images below): Empowering Customers: For example, patients can be given the ability to immediately connect with the right department from their bedsides, without pressing the traditional “911” nurse call button or bothering staff with non-clinical requests. This approach has delighted patients at Montefiore Hospital with its simplicity and innovation. Empowering Staff: Staff-to-staff calls can be made with a single click. This simple operation significantly boosts efficiency, saving minutes each time that quickly add up by the end of the day. For example, one VA hospital uses our “123”s to bring the right cleaning staff to emergency room bays with a simple click, saving valuable time and dropping the total wait time of patients down each day. Collecting Precise, Real-Time Location Data: Many organizations rely on surveys to gauge customer opinions. Imagine capturing responses from the exact moment and location they’re asked—giving real-time, actionable insights. My favorite example is an initiative at Q2 Stadium with the Austin Football Club, where a 123 "survey" helped them understand not just how fans got to the game, but also provided a sense of where (which gate) and when. Think about these examples—perhaps you have an innovative idea to use this technology to empower your customers, staff, or data collection? Let us help you create a new, exciting impact! Would love to hear some ideas. #realtime #feedback #CX #FeedbackNow

my new favorite flow as product owner of multiple ventures is basically an always-on insight machine. saving hundreds of hours (and details). here’s how it works: every week, each venture (currently 7) gets at least two real user interviews. on top of that, we pull in synthetic user feedback to simulate hundreds more voices. every conversation is recorded, transcribed, and ready to be processed. then the magic happens: → the transcripts and synthetic feedback go straight into a product owner agent powered by claude mcp → the agent extracts key insights, clusters feedback, and identifies unmet needs → it writes feature requests, user stories, and even pulls direct user quotes for context → every piece of work is translated into dev-ready kanban cards → we also have memory from there, claude mcp integrates with notion and automatically populates the weekly sprint boards for each venture. the only part still 100% human? the conversations themselves + double-checking cards. i spend my time talking to real people, building relationships, and keeping a pulse on our community. the rest= summarizing, prioritizing, and formatting...is fully automated. before this setup, product ownership was hours of manual backlog grooming, reformatting notes, and chasing clarity between meetings. now? it’s instant, consistent, and scalable across ventures. this is the future of product work: → humans for connection, trust, and judgment → agents for synthesis, organization, and execution tools in this stack: - syntheticusers → synthetic + real feedback at scale - granola → instant meeting transcripts - claude mcp → product owner automation - rag → create memory and consistency - notion → sprint + kanban management product ownership is becoming less about moving cards around, and more about steering the ship with the clearest, freshest signals possible. exciting times...