Feedback & Recognition

SkillHouse lets you give feedback to colleagues and send recognition (praise) with categories and visibility settings. Both help build a culture of continuous feedback and appreciation.

Giving Feedback

Feedback is structured input you give to another person — what went well, what could improve, or general comments. It’s usually shared with the recipient and sometimes with their manager (depending on settings).

Types of feedback

Type	Use for
Strength	What they did well — specific positive behavior or outcome
Improvement	Constructive suggestion — what could be done differently next time
General	Mixed or general comment — appreciation, context, or other input

Choose the type that fits your message. You can send more than one type in separate pieces of feedback.

How to give feedback

1. Go to Feedback (from the main nav, Dashboard quick action, or a person’s profile).
2. Click Give feedback or Send feedback.
3. Select the person — Search or pick from recent people.
4. Choose type — Strength, Improvement, or General.
5. Write your feedback — Be specific (e.g. “In the API review you clearly explained the trade-offs”) so it’s actionable.
6. Visibility — Choose who can see it (e.g. only the recipient, or recipient + their manager).
7. Send — Submit. The person (and others per visibility) can see it in their feed or feedback inbox.

Tip: Give feedback soon after the situation so details are fresh. Even one sentence is valuable.

Sending Recognition (Praise)

Recognition is praise or thanks you send to someone — often tied to a category (e.g. “Collaboration,” “Innovation,” “Customer focus”) that your organization defines.

How to send recognition

1. Go to Recognition or Send recognition (from the main nav or Dashboard).
2. Click Send recognition or Recognize someone.
3. Select the person — Who you want to recognize.
4. Choose a category — Pick from your org’s recognition categories (e.g. “Going above and beyond,” “Team player”).
5. Write a message — Explain what they did and why it mattered.
6. Visibility — Choose who can see it (e.g. just them, team, or organization).
7. Send — Submit. They’ll see the recognition; it may appear in their profile or in company feeds.

Recognition can be visible to the whole org for celebration, or more private — use the visibility setting that fits.

Visibility Settings

When giving feedback or recognition you often choose visibility:

Option (typical)	Who sees it
Only recipient	Just the person you’re sending to
Recipient + manager	Recipient and their manager
Team	Recipient’s team or selected group
Organization	Broad visibility (e.g. company feed, profile)

Use visibility that matches the message: private for sensitive improvement feedback, broader for recognition you want to celebrate.

Where Feedback and Recognition Appear

• Recipient — In their feedback/recognition inbox or activity feed.
• Profile — Some orgs show recognition (and sometimes feedback) on profiles.
• Manager — If visibility includes manager, they can use it in conversations and performance.
• Company feed — Recognition with org visibility may appear in a central feed.

Your org’s settings define exactly where each type appears.

Tip: Balance feedback and recognition. Regular “strength” feedback and recognition make “improvement” feedback easier to receive and act on.