Everyone’s been there – your inbox pings with a survey being sent around by human resources. We’re being asked to rate and evaluate a co-worker. Whether we love or despise this person, our words hold a lot of power; how we choose to let our emotions come into play makes a big difference for the person being evaluated.   

Whether you are the person being ‘rated’ or the one providing the feedback, it can be a stressful experience.  The NeuroLeadership Institute provides excellent research in this area with recommendations on how to create a more feedback friendly culture to support the growth and learning we all want.   

“Asking for feedback is the path to get to minimal threat response because it appears to offer both the receiver and the giver much more psychological safety than a giver-led approach. This safety is crucial during feedback discussions because our brains will be in a much better state for performing complex cognitive functions.” Source

In addition, A recent McKinsey article on the fairness of performance management agrees:

 “when employees open themselves to honest feedback from their colleagues about how to do their jobs better, they’re vulnerable—particularly if these development data are fed into evaluation tools…Apps should be designed so that employees can decide which feedback they ought to share during their evaluations with managers.”


The research makes it obvious that while we need feedback more than ever, the system is broken and we need innovative solutions.  

Our work at Thrive is designed to mitigate bias through our conversational platform that is built on a foundation of cognitive science. With our unique software, we have created The Experience of YOU; a feedback program that is scalable, actionable, self-directed, affordable while collecting the most honest feedback.



Most importantly, the individual is in control of the entire process. They decide: 

  • When to ask for feedback 
  • Who to ask for feedback 
  • What to do with that feedback 

The Experience of YOU supports the research and takes it a little further as we believe individuals should own their data. Whether they share this information with a manager or HR is a choice

We make this easy for the raters as well. Rather than a ‘one-and-done deal,’ Thrive sends questions randomly over the course of four weeks.

We catch people in different moments of their day. This method, Ecological Momentary Assessment, is the gold standard of data collection.

Why is the randomness important? Because if we catch Janie in a terrible mood Monday morning, and she quickly answered a 360 survey so she could get back to her mess of emails and meeting requests as fast as she could, the answers might be skewed from her rushing. With Thrive, we break out the questions into experiences that are quick, only asking for 60-90 seconds of a person’s time. They are interactive and playful, which keeps engagement high and nets better feedback. 

It is human nature to want to make progress in our work.  It’s time to take performance management and individual development to the next level.  Allow people to be proactive, own their data and decide how they can best improve.  

Thrive makes this process less painful and more meaningful, putting the individual in the driver’s seat.  Find out how others Experience YOU now


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