360° Feedback

A great feedback culture lives from having the option to give feedback any time, any place. And even though this is great, it is important to provide regular, obligatory formats to collect and give feedback. Our guidelines on feedback culture can be found in our code of conduct.

Ad-hoc people and culture sessions

The people and culture unit offers an open ear to anybody in the team. If there’s something you’d like to talk about, just approach a person from the people & culture unit. This appointment is not obligatory but highly recommended. You can talk about your current situation within thomann.io. You can use it to talk about things you may not want to share with your lead person yet and get support preparing for it. Or just to get another perspective on how to achieve your goals or organize a training.

Weekly 1:1s

1:1s shall be used for continuous feedback, e.g. recapping your peer feedback sessions or where to go next on your journey through thomann.io. You can also use it to address obstacles in your daily business and to get advice on how to cope with challenges. Another important aspect is to feedback your lead person and address issues that are important to you.

Peer feedback

Once a year, you have to organize at least 2 peer feedback sessions.

  1. a talk with a team member you work together a lot (approx. 80% of your time). Let them answer the questions below.
  2. a talk with a team member you spend less time with (approx. 20% of your time). Let them answer the questions below.

Questions:

  1. What did I contribute to Thomann.io in the last 6-12 months?
  2. What do you appreciate working with me?
  3. From your perspective: In which areas should I grow to develop myself?

You can do your sessions reciprocal, interviewing each other. But make sure the second person is not biased from the first interview round. You do not need to talk contents with your manager. But let them know once you're done since peer feedback is the starting point for your yearly career development.

Important note for the 20%-team-members: short feedback is fine. Don't worry to not have as much content as an 80%-team-member. Not observing negativity can be a positive feedback as well.

Probationary period

You will receive feedback within your probationary period. Refer to the onboarding section for more information.