“Ask for Feedback” vs.”Get Feedback” in the SAP SuccessFactors Performance Management Form

You may wonder if these are just different terms for the same thing.  But these features on the SuccessFactors Performance form serve different purposes and impact the form in different ways. 

So what’s the difference?

“Get Feedback”  is a feature allows the manager to send the performance form to someone that is not part of the performance process. This enables the manager to route the form to a specific user to get edits and/or comments directly on the form.

Ask for Feedback” is a feature that enables the manager to send an email to solicit feedback. The performance form is not sent to the feedback provider, they will just reply to the email with their comments.

How do they work?

Both required permissions based on role and route step. A later blog post will detail the configuration needed for both.

Both require permissions based on role and route step.

How does the manager “Get Feedback”?
There are two ways for the manager to “Get Feedback”:

  • Click on the “Get Feedback” button on the bottom of the performance form as shown below to initiate the request.
  • Click on Actions for the current step on the Route Map on the performance form to see the options. Select “Get Feedback” as shown below.

In either case, a popup like the one below will display and the manager may search for a user.

Once the designated feedback provider is selected, the manager may decide to request edits or comments. Additionally, the manager may opt to add comments to the email that is sent with the request as shown below.

How does the “Get Feedback” provider get notified? As long as the routing document email notification is enabled, the feedback provider will receive an email similar to the email shown below.

If the email notification is not enabled, the feedback provider will still see at To Do item in their performance tile on their Home page. Based on the configuration decisions made, once the form is in their inbox, the feedback provider may add ratings and comments to the goals, competency and overall performance sections of the form. Upon completion, the feedback provider submits the form and it goes back into the manager’s inbox to complete the step.

Can the form be recalled? Yes, it may. While the form is with the feedback provider, the manager may recall the form. On the Team Overview page, the manager may click on the Review button to recall the form.

A read-only version of the form will then display and at the bottom of the form, the manager will see just one button: Recall Feedback

After clicking the “Recall Feedback” button, the editable version of the form will display and the manager may send the form to someone else for feedback or complete the form and submit to the next step.

How does the manager “Ask for Feedback”? The manager asks for feedback via the Team Overview page within Performance. The manager will see all of the launched forms and may opt to ask for feedback for any or all of their team.

As shown below, the manager may request feedback for any launched forms by clicking “Ask for Feedback”.

“Ask for Feedback” is initiated within Team Overview

A popup will display and the manager may select any internal or external feedback provider as long as they have a valid email address. The manager may also modify the default email text before submitting the request as shown below.

How does the “Ask for Feedback” provider respond?  The feedback  provider will receive an email like the sample shown and will just need to reply back with their comments.

Which email notification is used for “Ask for Feedback”? In order to ask for feedback, the Feedback Request Notification must be enabled as shown below.

Where do the “Ask for Feedback” comments go? The “Ask for Feedback” comments are available to view in two locations.

  • Stored within the Supporting Information pod on the performance form.
Pod has indicator to show the number of feedback responses received
This pod also may be configured to hold attachments

Clicking within the pod, the manager will be able to see feedback date, the author and the comments as shown below.

  • Team Overview. The manager may also track the status of the “Ask for Feedback” requests on the Team Overview page and view the responses as shown below.
The manager may track number of request sent and their status

So now what?

Now that you are familiar with the differences, which type of feedback is best for your organization?

When to use “Get Feedback”?  

  • Use “Get Feedback” in cases where an employee transferred to a new manager but you would like the prior manager to provide input to the year-end evaluation.
  • When you would like someone outside of the roles on the route map to provide ratings and comments.
  • When you would like ratings and comments on objectives, competencies and the overall performance of an employee and not just general feedback.

Disadvantages of “Get Feedback”

  • When a form is sent for feedback, it is not available to the manager for edit. The manager would have to recall the form or wait for the feedback provider to complete the form.
  • Form can only be sent to one feedback provider at a time. Once it it out for feedback, it cannot be sent to another feedback provider until they complete the review or the manager recalls the form.
  • “Get Feedback” cannot be used in a collaborative step.
  • The feedback provider would get an email notification if the document routing notification is turned on, otherwise they would only see a To Do item on their Home page.
  • When the feedback provider submits the form, it goes back to the step where the request was made. The form cannot be routed on to a different step.

When to use “Ask for Feedback”

  • When you would like to have feedback from several individuals. Up to 30 requests are permitted.
  • When you would like the manager to be able to edit the form while the feedback responses are pending.
  • When you do not want the feedback providers to have any visibility to the performance form.
  • When you would like to have feedback on the employee that may not be specific to the goals and competencies found of the performance form.
  • When you would like to have the option for external feedback.
  • When you would like to allow feedback over a specific period of time which may span several steps of the review process.

Disadvantages of “Ask for Feedback”

  • Once the feedback email request is sent, it cannot be recalled.
  • Feedback provider has no visibility into what the employee is being evaluated on so the comments may not necessarily be relevant.
  • Once comments are provided, they cannot be deleted. The comments will appear in the Supporting Information pod as well as in Team Overview.

Can a form use both types of feedback?

Absolutely! You may decide that you like the benefits of each type of feedback and may configure the form to handle both. Either way, the manager is getting a more comprehensive view of the employee which will make the performance evaluation more meaningful.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

This site uses Akismet to reduce spam. Learn how your comment data is processed.