Why Fast Feedback
In professional services, the work is fast, the stakes are high, and much of what matters is hard to “measure” after the fact: judgement, collaboration, client handling, and how someone shows up under pressure. If feedback only happens at year-end, it is usually too late to be useful, and too vague to change anything.
Fast Feedback helps firms build a simple habit: capture observations while its fresh, and turn them into better work, better coaching, and fewer surprises at review time.
What Fast Feedback is (and when to use it)
Fast Feedback is a lightweight way for people to give and request feedback in the flow of work.
Use it when you want to:
reinforce great work (so people repeat it)
course-correct early (before a habit becomes a problem)
capture evidence after a specific event (client call, deal milestone, hearing, workshop, pitch, training session)
create cleaner inputs into check-ins and formal reviews
It is not designed to replace formal performance processes. It is designed to make them fairer, faster, and more grounded in real work.
How Fast Feedback works in Performance Leader
At its core, the module gives you two connected pathways:
Give feedback (an unsolicited note)
Request feedback (a prompt to one or more people)
Both are powered by customisable templates. Your firm can configure the questions, wording, and guidance.
What it looks like in practice:
Example A: Give feedback using a "Client feedback" form
A giver clicks Give feedback, selects the recipient, select the "Client feedback" form and sees the following prompts:
“Which client engagement is this about?”
“What did your colleague do that worked? What impact did it have?” (e.g., “Client aligned quickly, reduced rework”)
“One suggestion for next time”
The recipient gets a clear, specific note they can act on. A manager sees higher-quality coaching inputs because the feedback includes context and impact, not just “great job”.
Example B: Request feedback using a "Task / Project feedback" form
A requester clicks Request feedback, chooses one or more people to ask, selects the "Task / Project feedback" form and fills:
“What do you want feedback on?” (e.g., “Client handling”, “Commercial judgement”, “Drafting”, “Leadership in the room”)
“Any context to help them respond?” (e.g., “Please focus on how I handled objections and how clear the next steps were.”)
Each selected person receives a request that takes them straight into the Give feedback form, already pre-filled with the context. That connection is what keeps it frictionless: no one is starting from a blank page.
How feedback connects to Reviews and Check-ins
Fast Feedback is designed to support the conversations you already run:
Check-ins: managers can use recent feedback as prompts for a focused 1:1. Instead of “How are things going?”, it becomes “Here are two things that landed well with the client. Here is one area to tighten next time.”
Reviews: feedback can flow into review evidence, helping reviewers and reviewees avoid recency bias and rely less on memory. It strengthens fairness and makes development themes easier to spot.
With Performance Leader's Compass AI, users, managers, firm leaders and HR can extract themes, insights and sentiment from continuous feedback. AI can also scan feedback and suggest training ideas, objectives, coaching conversations and much more.
Feedback for Good
Feedback for Good is an optional layer that links the act of giving feedback with a tangible positive outcome.
In practice:
your firm enables Feedback for Good, defines a target (a common target is 10 feedback interactions per user per year) and selects 3 charities
every time someone gives or requests feedback, they can drop a token to one of the defined charities
at the end of the campaign period, if you meet your target Performance Leader will donate a portion of your license fee towards the 3 charities, apportioned by the number of tokens your users have put against them.
The point is not to “gamify” performance. It is to reinforce a firm-wide habit while extending the impact of feedback.