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Are you ready to take your development journey to the next level?
Blog //06-07-2023

Are you ready to take your development journey to the next level?

by Nick Gallimore, Managing Director - People Management

At Advanced Clear Review we strive to give you, the users of our continuous performance management system, the tools you need to develop and grow at work. A big part of this is feedback; because when done right, feedback can shape your development journey for the better, highlighting your strengths and giving insight into areas that can be improved upon.

But getting the right type of feedback for your progression can sometimes be a struggle; people don’t always offer up valuable and insightful feedback that relates to the area / areas you are wanting to work on.

If you are regularly asking for real-time feedback but not quite getting what you need, it might be time to take control of your development journey and kick things into a higher gear. That’s where our new tool, ‘Feedback Circles’ comes in, allowing you to get the feedback you need, when you need it.

What is ‘Feedback Circles’?

‘Feedback Circles’ is a new feature of Advanced Clear Review and has been designed specifically to put the power of giving and receiving feedback into your hands. It allows you to ask structured questions to your colleagues, in order to gain a broader view of how you are performing.

By doing this you can get a clear insight into where you are doing well, and what areas you can look to develop, then set goals that target those areas specifically. It’s easy to use and allows you to get feedback quickly whenever you need it, and not just as part of an annual 360 feedback programme that your organisation initiates!

With ‘Feedback Circles’ you can send a round to your colleagues at any time and you get an instant report with their feedback – you don’t need to wait for HR to create a report!  

How is it different to real-time feedback?

Getting real-time feedback based on a task you’ve completed or a particular day’s work is great! But it’s a limited view of your performance. With ‘Feedback Circles’ you are getting feedback about your performance as a whole, so you can gain a more holistic view of your performance, over a longer period of time, from a multitude of co-workers.     

Therefore ‘Feedback Circles’ is best used when you have taken all of your in-the-moment feedback and refined your performance, and now you would like a broader view to help focus your next steps.   

Different ways you can use ‘Feedback Circles’.

Start – Stop – Continue: If you’ve been using real-time feedback for a while and actively give and request feedback you might want to launch a ‘start-stop-continue’ round via ‘Feedback Circles’.

This is ideal when someone is seeking general feedback with a view to refine their performance. The broad nature of the questions means this is suitable to send to colleagues at various hierarchical levels. It asks the colleague three questions.

  1. What is one thing you would like me to start doing?
  2. What is one thing you would like me to stop doing?
  3. What is one thing you would like me to continue doing?

From this you have a great jumping off point to start setting some development goals in Advanced Clear Review.

SWOT Analysis: If you are looking to take your career to the next level and you’re keen to own your development, but you want to seek feedback to inspire personal development goal setting, you may want to use a SWOT based template.

SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. This form of feedback would ask your co-workers questions like:

  1. What would you say are my strengths?
  2. How would you like to see me improve?
  3. Are there any opportunities you think I should consider to aid my development?
  4. Is there anything that you think I should consider that could threaten my performance or my development?

This not only gives you an insight into where you can improve, but also some great pointers on opportunities you could be missing as part of your development, and makes you aware of anything that could get in the way moving forwards.

Behaviours / Competency: Maybe you know what specific behaviour or competency you would like to improve and you want to gather some feedback to help with goal setting.

This feedback can be used to inspire both performance and personal development goals. It also includes some general feedback questions to ensure that the participant has an opportunity to provide feedback outside of the set behavioural questions. 

Here is an example of how this might look:

  1. How effective am I at communicating with you and colleagues?

Question type- Single Choice
Question Answers:

  • Always effective- My communication is always very clear and concise
  • Mostly effective- My communication is mostly clear and concise but there are some occasions where my communication could have been improved
  • Needs improvement- My communication needs improvement and you sometimes find it difficult to understand the message I am trying to deliver.
  1. How well do I embody the company values?

Question type- Single Choice
Question Answers:

  • Always demonstrates the company values
  • Mostly demonstrates the company values
  • Needs improvement to demonstrate the company values
  1. How well do you think I adapt to changing priorities?

Question Type: Free-text

  1. What is one thing you would like me to start doing?

Question Type: Free-text

If you’d like to find out more about ‘Feedback Circles’, and how Advanced Clear Review can help you and others at your organisation get the feedback needed to grow and develop, you can get in touch with a member of our team today.

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Nick Gallimore

Nick Gallimore


Managing Director - People Management

Nick is a Talent Management specialist, who has spent his entire career working with organisations looking to transform the way they hire, develop and manage their people. He works with our HR software customers, providing specialist consulting and advice around all aspects of the Talent Management lifecycle, helping them to deliver their strategic people aims.

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