> ## Documentation Index
> Fetch the complete documentation index at: https://docs.hr-easy.nlead.ch/llms.txt
> Use this file to discover all available pages before exploring further.

# Feedback

> Cycles, continuous feedforward, growth journeys, and team vitality — without ratings.

Feedback in Swiss HR Easy is built on the Compassionate Systems Framework. There are no
1–5 scales, no forced distributions, and no bell curves. Responses are **narrative and
reflective**, because the purpose is a conversation, not a score.

## Feedback cycles

A cycle is a structured round of feedback across a group over a defined window.

<Steps>
  <Step title="Choose a template">
    Templates are per-locale and reusable. The shipped set follows the framework's three domains —
    self-awareness, each other, and system.
  </Step>

  <Step title="Define the audience">A team, a department, or a hand-picked list.</Step>

  <Step title="Gather perspectives">
    360° where you want it: self-reflection, peers, the line manager, and — where it applies — the
    people the person leads.
  </Step>

  <Step title="Share">
    Responses are shared back as a reflection to work through together, not as a report card
    delivered to the manager.
  </Step>
</Steps>

## Continuous feedback

Between cycles, anyone can give **feedforward** — a forward-looking observation about
what would help, rather than a backward-looking judgement about what went wrong — and
peer recognition.

Continuous feedback is peer-to-peer. It is not a manager-to-report channel that
accumulates into an evaluation file.

## Growth journeys

A growth journey is the person's own record: what they are working on, what they have
learned, what they want next. They own it. It gives cycles and check-ins something
continuous to attach to instead of restarting the conversation every six months.

## Team vitality

Team vitality sensing looks at the **system** rather than the individual: how a team is
doing as a working unit — energy, clarity, psychological safety, workload.

Results are reported at team level only, and never decomposed into individual
contributions. A team-level signal that can be traced back to one person is not a
team-level signal.

## Anonymity

Where feedback is collected anonymously, the anonymity is technical. Responses are
separated from identity by design, and a small-audience threshold prevents
re-identification by elimination. See [Surveys](/guides/people/surveys) for the same
mechanism described in full.

## Rating schemes

Rating schemes exist and are expressive — they are used, for instance, in
[work certificate assessments](/guides/lifecycle/certificates), where Swiss
convention requires a graded verdict.

<Warning>
  What the schema deliberately does **not** provide is a top-10% / bottom-10% report, a forced
  distribution, or any path from "rate your team" to "here is who to cut". A request for one is
  refused on [ADR-006](/concepts/design-philosophy) grounds, not deprioritised.
</Warning>

## What HR sees

HR administers cycles — who is invited, whether the window is open, whether responses
are outstanding — but administering a cycle is not the same as reading everyone's
reflections. Access to content follows the sharing rules of the cycle, not the
administrator's role.

## Turning it off

`FEATURE_FEEDBACK=false`.