Why do we have this?

Giving feedback and challenging directly is part of our Principles. This guide walks you through our recommended way to give great feedback: the OILS framework.

Great feedback happens naturally and is:

1. constructive = energises you to improve
2. structured = gives clarity how to do that
3. timely = help get results quickly

Table of contents

We also have two “official” touchpoints for feedback:

• Peer and manager feedback during month 3 of onboarding (→ Onboarding)
• (Bi-)monthly OIL checks (→ Performance playbook)

<aside> <img src="/icons/video-camera_gray.svg" alt="/icons/video-camera_gray.svg" width="40px" /> View the recording of the related manager forum session and find ⛽ OILSmith here.

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Why does feedback matter?

Great feedback helps people become high performers by:

• Building trust through open, candid 2-way dialogue
• Addressing and solving problems directly (vs bad surprises in performance retros later)
• Uncovering blind spots by validating and aligning different viewpoints
• Enabling personal and professional development
• Reinforcing standards of excellence

<aside> <img src="/icons/document_gray.svg" alt="/icons/document_gray.svg" width="40px" /> Here are 1-page summaries of Radical Candor, a popular book on feedback culture:

Radical Candor Graphic Summary.pdf

Radical Candor Text Summary.pdf

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