Toggling this on allows for employees to submit a feedback request to themselves. This is most popular with managers requesting that their direct reports complete a self-analysis prior to a performance conversation. Toggling this on will allow for the employee to complete the request for themselves.

This setting will expose a toggle that will allow for feedback to be anonymous.

When toggled on, every single feedback request that is sent will be anonymous, which means that there will be no way to pinpoint feedback to one of the raters.

The raters, the recipients of the feedback request, will see this language when they open the requests:

They will see this language again at the end:

When toggled off in this main admin area (like in the screenshot above), the user will see an option to toggle for anonymous feedback. The default for this toggle will be set to “on” in the user view. That means that feedback will be anonymous (just as if the admin setting were toggled on to required). Turning the toggle off will make individual feedback visible.

The rater will see this language when going to complete the request:

The requester will then have the option to view the individual responses of the raters when they open up the feedback request in the UI.

This is visible by going into the user’s feedback settings, clicking on any submitted feedback request, and then migrating to “individual responses” in the horizontal navigation at the top of the page. The user can then scroll to each rater’s response with the slider arrows:

It’s important to note that, regardless of the anonymity toggles, all feedback requests will show the raters who received the feedback. This is why we recommend including at least five people if anonymity is a priority.

When looking at any open feedback requests, the number “sent to” will be visible. Clicking on that number will expose all of the raters.

Any past feedback request will show the number of respondents out of the number of requested raters. Clicking on that text will show the requested raters. It will not expose which of those colleagues did or did not respond.

When this is toggled on, it means that a toggle will appear for a manager to approve the feedback before it is visible to the direct report.

While that toggle will appear when an employee is asking for feedback (if the option for employees to ask for feedback is toggled on), this is more likely going to be something leveraged by a manager when submitting a feedback request on behalf of an employee.

In this example below, Stephanie is the manager of Jonah and is submitting a feedback request to Jonah’s departmental peers. She has the option to keep the results hidden from Jonah via this toggle (it will be off by default):

You will also want to note that regardless of “manager sign-off” being turned on or off, an assessor can always choose to only show free text feedback to a manager (and not the person who is being assessed). This occurs in both the individual skills themselves and at the end of the feedback process:

As the manager, those comments will appear with an indication that they can only be viewed by the manager:

As an admin, there are a couple other settings that you’ll likely want to address as it relates to Skills Feedback since this is the type of feedback that can be pulled into Performance Conversations. You’ll want to go to Admin > Performance > Feedback Settings > Feedback Request Types > Skills Feedback.

Once here, you’ll specifically want to pay attention to “Skill feedback scope” and “default skills” toggles:

When this setting is toggled on, will allow for employees to be assessed on any skills. If the toggle is off, employees can only ask for feedback on skills that are attached to their job titles (which is managed in the “Job Titles” horizontal navigation bar).

You can add job titles and skills directly into the UI or you can “add via CSV” with the hyperlink at the top of the page:

The CSV needs to have this formatting:

When this setting is toggled on, Bridge provides employees with a set of default skills (listed here). Without the default skills, admins can individually add skills through the “Skills” horizontal navigation bar. Skills are also populated by what users place in their profiles.

The final setting in this section is the expiration time. The default setting is two weeks.

Once feedback requests are closed at the end of this window, they cannot be reopened.

It should also be noted that once feedback requests are completed by a rater, they cannot be modified or re-opened. If a rater would like to submit another request, the employee requesting the feedback or the manager of that employee will need to send it. Even if anonymity is set, the fact that the feedback is sent to one individual will expose the one individual and the results.

If you’re looking for some best practices on leveraging the Bridge feedback tools and creating a culture of feedback in your organization, click here.