Feedback Resources

Follow these seven principles to create feedback conversations that are constructive, actionable, and grounded in trust.

1. Be Timely: Provide feedback soon after an event to ensure it remains relevant and actionable. Waiting diminishes impact and makes it harder for the recipient to connect feedback to specific behaviors.
2. Keep It Private: Always give feedback in a confidential setting to uphold respect and trust. Public criticism damages trust and creates defensiveness. This applies to positive feedback as well.
3. Focus on Development: Highlight opportunities for growth and improvement, creating a positive and forward looking dialogue. Frame feedback as a pathway to success rather than a critique of shortcomings.
4. Use a Framework: Structured approaches help you deliver feedback that is specific, objective, and actionable. A clear framework like the Four Point Formula keeps conversations productive and reduces emotional reactivity.
5. Be Specific: Replace vague language with concrete examples and observable behaviors. "You need to communicate better" is unclear; "Please send status updates by end of day Friday" gives clear direction.
6. Invite Dialogue: Feedback should be a two way conversation, not a monologue. Ask questions, listen actively, and remain open to the recipient's perspective. They may have context you're missing.
7. Lead by Example: Model the behaviors you want to encourage in others: openness to feedback, active listening, and consistency in delivering results. People respond more positively to those who practice what they preach.

How people receive feedback varies based on personality, experience, and trust in the relationship. Top performers separate themselves by viewing feedback as a tool for growth rather than criticism, actively seeking it out and adjusting based on what they learn.

Review the Workday Feedback How-To section of this page for step-by-step guidance on completing peer review/feedback tasks in Workday.

For information specific to Nurse peer review (guidelines, due dates, examples), visit the Nursing Center for Excellence website.

Workday includes several feedback features you can use anytime to document feedback that can populate in your review tasks.

This section covers:

• Requesting Feedback
• Responding to a Feedback Request
• How to View Feedback
• Managers Giving or Requesting Feedback on Employees
• Manager Feedback Reports and Viewing Employee Feedback

Timing Matters

For feedback to appear in a year-end or quarterly review, it must be completed during that specified review period (e.g., feedback requests must be completed by June 30, 2026 to appear in the FY26 year-end review).

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For Employees

Requesting Feedback on Yourself

1. Type "Get Feedback" in the Workday search bar to open the Get Feedback on Self task
2. Complete the form that appears creating one or more feedback questions
3. Select the people you want to receive your feedback request
4. Select the correct feedback sharing option

Feedback templates are available with pre-populated questions that you can edit or remove. Some templates are "locked," meaning you cannot edit the questions.

Understanding Feedback Sharing Options

Workday has two "Sharing" options that impact visibility and whether feedback appears in your year-end or quarterly review:

"Share with me"

• Who can see it? You only
• When to use? Personal development feedback you want kept private
• Important note for Nurses: Do not use this for peer review as it will prevent feedback from appearing in your year-end review

"Share with others"

• Who can see it? You and your management chain (your supervisor and their supervisor)
• When to use? Any feedback you want included in your year-end review
• Important note for Nurses: Required for peer review so it automatically appears in your year-end review

Responding to a Feedback Request

All feedback requests go to your Workday inbox. You have three options:

• Answer all the feedback questions requested
• Answer only select questions and deny the others
• Deny the request altogether

How to View Completed or Pending Feedback

1. Click your profile picture in the top-right corner
2. Select "View Profile" from the drop-down menu
3. Click "Performance" in the left-hand menu
4. Select the "Feedback Received" or "Feedback Requested" tab at the top of the page

Important: The feedback tools are meant to document your one-on-one feedback conversation, not replace it. Anyone sending a feedback request should inform recipients of the incoming request beforehand.

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For Managers

Giving or Requesting Feedback on Individual Employees

1. Type "Get Feedback on Worker" or "Give Feedback" in the Workday search bar
2. Complete the form
3. Select the correct sharing option

Understanding Feedback Sharing Options for Manager Tasks

Workday has three "Sharing" options for managers that impact visibility and whether feedback appears in an individual's profile or performance review:

"Don't share with [employee name]"

• Who can see it? You only
• When to use? Personal notes or observations you want to keep private
• Important note: Although the feedback is private to you, it can still be viewed by those with authorized access (Workday tech team) and could potentially be subject to an information request such as a court subpoena

"Share with [employee name]"

• Who can see it? You, the employee, and your management chain
• When to use? Internal performance documentation that you want to keep private from the employee
• Important note for Nurses: Do not use this for peer review as it will prevent feedback from appearing in their year-end review

"Share with others"

• Who can see it? You and your management chain
• When to use? Any feedback you want included in their year-end review
• Important note for Nurses: Required for peer review so it automatically appears in their year-end review

Feedback Reports

Search these reports in Workday to review your direct and indirect reports feedback and track completion.

Feedback Activity – All Worker Requests

View feedback requests for employees or managers for the Nursing peer review process. Shows statuses only; run the My Team's Feedback report to view actual feedback comments.

My Team's Feedback

View feedback entered for each of your employees.

View Employee Feedback in Their Profile

Managers can also view individual employee feedback and pending requests by accessing their "Performance page" in Workday:

1. Open the employee's profile by selecting them from your Team Org Chart or searching their name
2. Click "Performance" in the left-hand menu
3. Select the "Feedback Received" or "Feedback Requested" tab at the top of the page

 

Required

Use only UVA-approved AI tools.

Do not upload university work information to unapproved AI platforms. UVA-approved, enterprise-protected tools for Generative AI have the added privilege of enterprise security, meaning what you tell it and upload stays within UVA.

Effective vs. Ineffective AI Use in Performance Management

Effective AI Uses:

• Refining goals and vision: Sharing your organization, department, or team vision along with your initial goals, then asking AI to suggest edits or brainstorm refinements.
• Improving feedback delivery: Drafting feedback you plan to give someone, then asking how it may be received or for tips on delivery.
• Enhancing clarity: Creating bullet points of accomplishments and development areas, then asking AI to improve clarity, conciseness, or flag subjective language.
• Checking alignment: Providing rating criteria alongside your written summary, then asking where the language appears to align.
• Getting permission: Asking your employee or colleague if they are OK with you uploading their created work to AI (self-evaluation, goals, feedback), or transcribing a conversation with AI.
• Transcribing 1:1 notes: Using MS Teams Transcription and Recap features to automatically generate meeting notes.
• Verifying accuracy: Asking AI to provide sources and verify the accuracy of its responses.

Ineffective AI Uses:

• Copy-pasting generic content: Asking AI to write your vision, purpose, or goals, then copying and pasting them as your own.
• Sending unreviewed feedback: Asking AI to draft feedback and sending it directly to an employee or colleague.
• Generating generic reviews: Asking AI to generate a generic performance review about someone.
• Gaming the rating system: Uploading a rating rubric and asking AI to produce a review that matches a specific rating.
• Violating privacy: Uploading someone's self-evaluation or other created work, or transcribing a conversation, without their permission or knowledge.
• Trusting without verification: Assuming AI output is accurate and appropriate.

AI is a tool to enhance clarity and efficiency but should complement authentic, thoughtful input. For questions regarding AI use specific to performance management (reviews, goals, feedback), contact the PM team at AskHR@virginia.edu.

We offer in-person training, lunch-and-learns, 1:1 consulting, and coaching for managers, teams, and individuals upon request. Email AskHR@virginia.edu with "Performance Management" in the subject line, and a member of the performance team will reach out to you.