You need feedback to learn and grow, and if you're waiting for an annual review to find out how you're doing, you'll be waiting forever. We don't do annual reviews. There are no managers to tell you what's going well, and no performance cycle that decides it for you. If you want feedback at Luscii, you ask for it, and you ask your peers.
That cuts both ways. Feedback here is something you give as much as something you request, and it works best in the flow of the work rather than saved up for a moment. Nobody is going to schedule it for you. What we do try to do is make it easy, so that asking costs you nothing and giving is a normal thing to do on a Tuesday.
Asking can feel uncomfortable, and that's normal. It gets easier the more often you do it, mostly because there's less to be surprised by. People who actively go looking for critical feedback, rather than fishing for compliments, tend to be happier in their work, settle into new roles faster, and get more out of the people around them.
Feedback isn't an event here. It's how we work.
Know what you're after. Appreciation, a read on how a specific piece of work landed, or coaching on something you want to get better at. They're different questions and they get different answers.
Ask while it's fresh. If you want to know how something went, ask close to the moment. A month later people remember the outcome and not the how.
Be specific. "Do you have any feedback for me?" is a terrible question. The answer is almost always no and you learn nothing. Ask "what's one thing I could do differently next time?"
Push for the example. If you get "be more assertive", you've been handed a label, not feedback. Unpack it. What did I do? What would you have done? What should I do next time? Keep going until you can picture the behaviour.
Matter lives in Slack and does two things. It's where kudos happen, and it's where you request feedback on yourself. You choose who you ask and what you ask about, and you can do it as often as you like. There's no limit and no schedule.
The matrix is the most structured feedback you'll get here, and it's honest about what it measures. The Profile Survey plots you against your profile. The compensation matrix session works through the statements with people who know your work. Both are described in Compensation procedures.
A personal retrospective is an option if you want to look back on a stretch of work with people who were in it. Some people do this yearly, some never.
A Slack message is a tool. Plenty of good feedback here starts with someone asking a direct question in a channel. Don't overthink the format.
Culture Amp is where we run the company engagement surveys. It's not a personal feedback tool.