Changelog
Follow up on the latest improvements and updates.
RSS
improved
Persistency in user selections
We have made your selections persistent in the below components. This means that
if you select one option and leave the page, your selection will be saved and shown next time
.Selected dimensions in charts
Date pickers in Feedback Sessions, Objectives and Performance Reviews
Top selectors and 9box options in Performance Reviews
Let us know if we forgot any selection!
Every organization is now viewable through the Organization Chart option in the left sidebar. The component is blazingly fast and allows you to
quickly understand the structure of the organization
.
A few more features are coming in the upcoming weeks:
- Allow manager selection in the right sidebar
- Store the chart to allow a timelapse effect
- Enrich the employee data with LinkedIn information
Give us feedback and ideas for more features!
The feedback points you have been capturing will now allow you to perform a
fully-automated performance review
. You will be able to get an auto-generated review of your interactions with your direct reports, as well as check their achievements and alignment to values.
At the very end, you will receive a suggestion on how to approach your direct report in their performance review session. Even though this report is automated,
you are still in charge of the actual performance review
.
After submitting your direct reports' review, you will be able to see them all in a 9-box format. If you are a manager of managers,
you can see the full organization underneath you
.
The Objective section is now live. You can
set your company objectives with a defined owner
(or a group of them) on a quarterly basis
, allowing the users to input their achievements directly on the table
.
FidForward allows Average, Sum and Last Column aggregation.
As of today, everyone in the company can see the full set of objectives, but soon we will allow configuration of their visibility. We also haven't yet implemented cascading of objectives, they are now atomic.
The natural step after giving feedback points is to
have a feedback session
. This can be a formal performance review, or a simple session between colleagues. FidForward now structures all the existing feedback points in a
clean, structured report
to help your conversations. The first step is to select the time range
of the session:
The report includes the
highlights
, lowlights
and alignment to the company values
. Additionally, FidForward generates a helpful guide to steer the conversation
:
The managers of the person can also
include the feedback from other peers
to enrich the report. At the upper part you can also export the report to a PDF
.Given the constant customer feedback and evolution of the logic of how FidForward operates, we have revamped the app UI:
Dashboard Page:
Feedback Points page and modal:
Hope you like it!
Fiddy, our lovely bot, is now proactive in asking for feedback to each employee. The logic is the following:
- if the employee has a organizational connection (i.e., manager and direct report)
- if the employee has frequent meetings with that person (only available in the Google Calendar integration)
In case you forget to tag your colleague in the initial message, you can now tag it
inside the Slack thread
. Fiddy will notify you in case the name is missing:
Along the lines of Allow users to continuously add information to Fiddy, Fiddy will evaluate the feedback collected so far and let the user know whether she needs more information or not:
If the feedback is deemed enough, the Feedback Point dashboard will show the sentiment analysis for the feedback point:
In order to reduce friction we have changed the strict checklist logic to a loose one:
- As soon as Fiddy receives a message from a user, a feedback point is created in the dashboard;
- Fiddy will interact with the user requesting more information, and the feedback point will be updated if the user responds.
Together with this we made Fiddy confirm the feedback was save, as well as close the conversation if the user shows evasiveness.
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