What are optimized feedback apps

Instant feedback: real-time praise

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The system of mutual evaluation in the form of simple, immediate feedback is particularly popular in the Anglo-Saxon region, but is now starting to gain a foothold in our country too. You can give feedback on work or performance at any time.

If a colleague is convincing with a competent presentation, you can press a thank you button (there are various online applications that enable real-time feedback among employees, more on this below) and praise the benefits and the quality of the presentation rate and comment. Or the acquisition of a major customer is immediately assessed and recognized by the sales team and management with a congratulations and thank you.

Multiplying the impact of recognitions

This is an experience made in company practice: The motivational effect of instant feedback is particularly strong, as the impact of recognition is multiplied. There are companies that combine collected points and evaluations with bonus payments or reward them with vouchers that correlate with evaluation points and add this instrument of mutual self-assessment to target agreements and annual qualifications.

If the system is also used as feedback for criticism and an opportunity for improvement, permanent learning input that promotes self-reliant learning culture is also possible, or an evaluation with an interesting commentary with an additional idea, triggering an in-depth conversation or even the continuation of an innovation. It is undeniable that both the performance awareness and the performance principle are permanently strengthened with instant feedback.

The recipe for success: immediate feedback from many

Waiting six months or more for feedback from target agreements, annual appraisals and qualifications is often demotivating - at least for companies that are not necessarily characterized by a strong culture of recognition feedback. Since the evaluation is carried out very quickly with this system and is also broadly based and, depending on the system, can be seen by hundreds of employees, employee evaluation becomes much more of a motivational tool in this way, which is also quite credible. It is even more valuable if further feedback or continuous interaction follows in addition to feedback (for example, when a good presentation is recognized, an exchange can take place about what was realized from it and what the experiences were).

Immediate feedback promotes development

Immediate feedback promotes the development and success of the employee because the qualification interview turns out differently: It turns into timely, specific, structured and directly applicable feedback, thanks to which the employee can continuously improve and knows at any time whether and how he or she meets the performance expectations and any target agreements met. The advantage for superiors is that they can focus more on coaching employees and thus permanently improve their performance. Feedback also helps to establish an honest, constructive and open feedback culture and to promote communication as a whole. With just a few clicks, employees can request feedback on their own behavior or provide feedback on a person, meeting or survey.

Agility in performance management

Development potentials and talents of employees can also be recognized more quickly and can also be addressed in a much more targeted manner. The current development progress will also be more transparent and comprehensible for HR and employees. Immediate feedback is also an expression of particular agility in performance management and communication, as communication is quick and flexible and changes and optimization suggestions can be implemented more quickly.

Dangers and disadvantages

However, there are some drawbacks to the “bottom-up appraisal” method that should be recognized. Employees who are underperforming can quickly be exposed with this “Like-Button-System” or feel offended and permanently disadvantaged. There is also a risk of manipulation in the style of “praise me, so I praise you”, apart from the fact that sympathy points are sometimes difficult to distinguish from effective credit points.

In addition, missing, often inadequate or even bad ratings have a negative effect on the motivation of many employees and can exert pressure to perform that should not be underestimated. And whether the wisdom of many applies when it comes to assessing complex services with the necessary professional competence, required objectivity or specific know-how, can or must at times also be doubted.

Powerful feedback tools

The instant feedbak calls for digital aids. There are numerous tools and apps that enable instant feedback along with many other features quickly and easily and offer efficient evaluations and reports. Some of them are:

Instant feedback

This Haufe app is particularly user-friendly and focuses on the most important areas. Meeting feedback, reports and surveys are interesting features. More about it here.

Meta Five

The 360 ​​° degree feedback solution from Meta five has a very good price-performance ratio and offers a variety of interesting modules such as employee surveys, pulse checks, an online feedback platform and more.


With Officevibe you can measure employee satisfaction and get feedback and suggestions. The user-friendly interface and the option of e-mail integration are further strengths. You can also use it to analyze ten areas of employee engagement.


With the cloud-based tool Loopline, employee feedback can be evaluated in more detail and more efficiently. It also enables the recording of employee interviews, has integrated competence models for performance comparison and a sophisticated logbook for measuring employee satisfaction.


Employees can use Company Mood to communicate and share their mood and operational well-being on a weekly basis. The developer works with the evaluation platform Kununu and the tool can be tested for 30 days.

COMPRO + 360 ° feedback

The development-oriented 360 ° feedback reveals whether employees are ready for future challenges, including determination of future key indicators. The solution is multilingual, web-based and can be adapted and scaled specifically for the company.
More about it here.

Prerequisite: a good feedback and respect culture

The prerequisite for a successful use of this method is above all a pronounced feedback culture and the corresponding corporate culture. However, if there is one, if there is generally a positive corporate culture based on respect and appreciation, if there is a well-developed level of motivation and if other evaluation tools are used - above all personal interviews - this method is definitely interesting. Of course, the face-to-face feedback discussion is still part of it in order to conduct the important dialogue, to be able to measure the pulse more precisely and to be able to go deeper into certain topics. This applies above all to problems, support interviews, target agreements and personnel development. More on this here: Feedback rules: 20 tried and tested examples of good feedback

Checks-ins - the flexible instant feedback

As face-to-face feedback talks, feedback talks that take place at short intervals, often quarterly, are particularly suitable. They have the advantage that they are assessed much more quickly and in the sense of instant feedback, so that performance problems can be solved more quickly and based on current events and employees know more up-to-date how their performance is being assessed and where they stand. This also applies to talent recognition and promotion and increases the motivational effect, as specific, structured and directly applicable feedback also makes and optimizes performance in a much more sustainable manner.

System of feedback evaluation

In this context, the E2C system of feedback evaluation is also of interest, which focuses on communication, the process and the motivation for implementing feedback:

E = evidence, the performance problem or deficit as a specific incident where this happened
E = Effectthat have an impact on another or one thing, e.g. customer loss or delivery problems
C = Change, problem solving, how an improvement or error correction is achieved
C = Continue, positive impact of improvement and confidence that it will succeed

Tools alone do not guarantee quality

Immediate feedback at the push of a button alone does not guarantee good evaluation quality - socially competent executives who are willing to support are still crucial, who can also use instant feedback accordingly and, above all, understand it as a motivational tool, i.e. know how to communicate.

Situation- and case- or project-related evaluations, partially anonymized procedures and / or only the access of selected managers to feedback results are conceivable, which would reduce the disadvantages and risks mentioned. By the way: No sophisticated network software system is required for implementation; a simple pin board or existing tools can also be sufficient, especially in small businesses.

You can find more interesting information on employee evaluation here:
Frequent questions about employee appraisal


PRAXIUM Verlag is the specialist publisher for personnel management and hrmbooks.ch is the HR online specialist bookstore with an editorially researched and practice-oriented range of books. Some blog posts are also excerpts from the books of the PRAXIUM publishing house or contributions from its authors.