Performance Feedback


University employees "get feedback" as part of optional goal alignment touchpoints and as part of required year-end appraisals. Anyone with an employee profile in Workday can get "feedback on self." Any manager or leader in Workday with at least one direct report can get "feedback on worker."

Overview Of Feedback In Workday

Individuals have the ability to request feedback from peers or leaders. Every worker can initiate “Get Feedback on Self” to receive feedback from another worker at the University You have several options for receiving feedback in Workday:

  • ‘Share with me’ restricts viewing of the feedback to the worker requesting it.
  • ‘Share with others’ will allow the worker receiving the feedback his/her manager and the management chain to view the feedback. This option auto-imports the feedback into the Year-End Evaluation if received/manager-approved prior to the submission of the Self-Evaluation.

To successfully submit your request for feedback, at least one question must be present. You may select a Feedback Template and/or click ‘Add’ to create your own separate feedback question(s). Feedback Templates containing the word “Locked” indicate questions cannot be added, altered, or deleted.

Employee: Request Feedback on Self Manager: Request or View Feedback on Worker Employee: Give Feedback On Others

Employee: Request Feedback On Self

Individuals have the ability to request feedback from peers or leaders. Feedback can be requested within a department or from anyone at UVA. Feedback can be private, or shared with the manager and automatically added to the performance appraisal.

  • Request Feedback on Self

    Feedback can be requested at any point in a performance year.

    1. From your home page, click on the Performance app.
    2. In the Actions area, click Get Feedback on Self.
    3. Type the name of the employee in the From Workers field.
      • After entering a name, click the search to enter additional names if wanted.
    4. Enter an Expiration Date. The request will drop from the worker’s inbox on this date.
    5. Who Can See the Feedback: Everyone
      • Responses route to the manager for approval before routing to the requester.
      • Automatically includes manager approved feedback in the performance appraisal.
      • Allows only the requester and his/her management chain to view the feedback.
    6. Who Can See the Feedback: Each worker selected and me
      • Only the requester and responder will see the feedback. Feedback is not included in the performance appraisal.
    7. Questions: Select either the Feedback Template or the Add button to include a minimum of one question.
      • The Feedback Template provides pre-built questions that have been developed for specific groups.
      • The Add button allows you to insert your own question(s) for the feedback responder.
    8. Click Submit.
    9. The task is routed to the worker’s Workday inbox.
    EMPLOYEE: REQUEST FEEDBACK ON SELF
  • Request Feedback on Self: Repeat Requests

    If a person does not respond to the feedback request, it can be resent from Workday. Questions you have asked of others can used for ongoing requests.

    1. Click on the Workday icon (employee photo icon).
    2. Click on View Profile, directly below your name.
    3. Click on the Performance menu item in the profile area.
    4. Click on the Feedback Requested tab.
    5. Locate the question that you need to resend or that you wish to send to another employee.
    6. Click the Ask Others button in the same row.
    7. Complete steps 3 – 8 in Request Feedback above.
    EMPLOYEE: REQUEST FEEDBACK ON SELF
  • Request Feedback on Self: Medical Center Nurse

    Nurses are required to use standard work for some fields when requesting feedback.

    1. Who Can See the Feedback: MC nurses must select Everyone
      • Responses route to the manager for approval before routing to the requester.
    2. Questions: Nurses must select a Feedback Template and select either
      • Non-leader Nurses: click the Feedback Template field and select PNSO Peer Review – Team Member Self selected.
      • Nurse Leaders: click the Feedback Template field and select PNSO Peer Review – Nurse Leader Self-selected
    EMPLOYEE: REQUEST FEEDBACK ON SELF

Manager: Request or View Feedback

Understanding how others perceive employees helps both the manager and employee understand how to adjust their approach and gives a manager a multidimensional understanding of an employee’s strengths and opportunities.

  • Request Feedback on Worker

    Feedback can be requested at any point in a performance year.

    1. From your home page, click on the Team Performance app.
    2. Click on Get Feedback on Worker in the Actions column.
    3. Enter an employee’s name in the Worker field.
    4. Click OK.
    5. Enter the name(s) of the employees from who you will request feedback in the From Workers field.
    6. Enter an Expiration Date (the date the request will drop from the employee’s inbox).
    7. Who Can See the Feedback?:
      • Everyone: Feedback automatically appears on the employee’s evaluation. The feedback will route to the manager’s inbox for approval before it lands in the employee’s evaluation. All leaders in supervisory chain can view the feedback.
      • Each worker selected and me: Does not automatically appear on employee evaluation. Seen only by requestor and requestee.
    8. Questions: At least one question must be provided to the person providing feedback.
      • The Feedback Template allows you to select from structured questions, designed for specific groups.
      • Click the Add button to create a question. 
    9. Click Submit.
    10. On the confirmation page, Up Next displays a single person, even if you selected several people. Click Details and Process and toggle between the Details or Process tab to see more.
    11. Click Done.

    Manager: Request or View Feedback on Worker
  • Approve Feedback From Provider

    Managers will receive a task in the Inbox when feedback is submitted. An employee can decline to respond to individual feedback questions. The decline will appear as part of the feedback.

    1. Click the Inbox icon, to find the task titled “Give Feedback: Employee Name”.
    2. After reviewing the feedback, click on:
      • Approve: Makes feedback available in the employee’s Performance tab of the Profile. Employee will not see the feedback.
      • Deny: Ends the process and deletes the feedback.
      • Cancel: Cancels the Approve or Deny action. Task remains active in the Inbox.
    3. Click Done.
    Manager: Request or View Feedback on Worker
  • View Feedback on Workers

    Managers can view all feedback provided on their employees.

    1. From your home page, click on the Team Performance app.
    2. Click More in the View column.
    3. Click on Feedback on My Team.
    4. Feedback displays for the entire team.
    Manager: Request or View Feedback on Worker
  • View Individual Worker Feedback

    Managers can access an employee’s Worker Profile and view feedback from this area.

    1. Type and select the employee’s name in the search field.
    2. Click on Performance tab on the left side of the screen.
    3. Click on the Feedback Received subtab.
    4. To see feedback that has been requested, but not yet received, click on the Feedback Requested.

    Note: Managers will see feedback they requested or the employee designated as Everyone. Managers will not see feedback that they employee requested but did not designate as Everyone.

    Manager: Request or View Feedback on Worker

Tips For Receiving Feedback

Getting Feedback in Workday, formally called colleague input or peer review, is easily requested throughout the year from anyone across UVA using the Performance application in your Workday dashboard.

  • Elements For More Effective Feedback

    In order to receive more effective feedback, keep these elements in mind:

    • Brevity – Ask no more than three open-ended questions
    • Periodically – Request feedback throughout the year. This helps you see progress/improvement over time, promotes agility, and spreads the “ask” at times other than the end of year push
    • Timely - Request feedback as close as possible to the event
    • Diversity – Get feedback from a peer, leader, support team member, mentor, mentee, etc.
    • Specificity – Reference a specific meeting, event, presentation, project, etc.
    • Thankfully – Feedback is a gift and takes time, remember to say Thank You!
  • Get Feedback on Self: Example Questions

    1. Based upon your observations during (insert specific meeting/in-service/ demonstration/project/presentation/etc.), what should I:
      • Start doing?
      • Stop doing?
      • Continue doing?
    2. Improving (insert competency/skill/ value/etc.) is a focus for me this year. What one or two things can I do to improve in this area based upon your observations?
    3. What can I do differently that would help you do your job better?
    4. What could I have done differently to improve the (insert project’s/customer’s/ initiative’s/etc.) outcome?
    5. Based upon your observations during (insert specific meeting/in-service/ project/presentation/etc.), please share an example you consider a strength of mine and an area for me to grow.
    6. Thank you for your time and valuable insights! Feel free to add any additional feedback not covered above.
    Access Talent Management > Performance Management Job Aids

Tips For Constructive Touch Points