People & Organisation
Informal feedback operating system
A practical framework / model addressing this question: How can frequent, specific feedback become a normal part of work rather than an annual event?
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Informal feedback operating system vs Performance review operating system
These models cover closely related ground. Compare their purpose, scope, practical guidance, and supporting resources to choose the better fit.
Related modelsAnalytics & MeasurementAnalytics & MeasurementConceptual framework
People & Organisation
Performance review operating system
A practical framework / model addressing this question: How should expectations, evidence, self-review, manager assessment, calibration, and follow-through connect?
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Use this when.
Use the informal feedback operating system when people working on feedback and performance are using different mental models for principles, moments, and prompts, and that difference is changing choices or coordination.
Use the performance review operating system when people working on feedback and performance are using different mental models for expectations, evidence, and self review, and that difference is changing choices or coordination.
Extracted signals
Strengths, limits, and pitfalls.
Informal feedback operating system
- Apply the informal feedback operating system to one current situation before explaining it abstractly. If the model does not change a question, reveal a relationship, or narrow a choice, the analysis is not yet useful.
- Name the live case. Write the specific situation to which the informal feedback operating system is being applied and the decision, output, or behavior that may change.
- Set the evidence boundary. Agree the scope, owner, participants, period, and evidence source before completing principles and moments.
Watch for
- Do not use the informal feedback operating system as a label for a conclusion already reached. It is a lens for testing relationships around principles, not evidence that one interpretation is automatically correct.
Performance review operating system
- Apply the performance review operating system to one current situation before explaining it abstractly. If the model does not change a question, reveal a relationship, or narrow a choice, the analysis is not yet useful.
- Name the live case. Write the specific situation to which the performance review operating system is being applied and the decision, output, or behavior that may change.
- Set the evidence boundary. Agree the scope, owner, participants, period, and evidence source before completing expectations and evidence.
Watch for
- Do not use the performance review operating system as a label for a conclusion already reached. It is a lens for testing relationships around expectations, not evidence that one interpretation is automatically correct.
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