Designing a feedback survey builder, and I'd love your take.

The idea: define a survey once (NPS, CSAT, Like/Dislike or a comment), ask a follow-up question based on the score, and reuse it across AI agents.

A · Form + preview: one form, section by section, with a live chat preview beside it. B · Step-by-step: the survey laid out as the steps a respondent goes through, edited in place, with the selected step's settings on the side.

Which one would you rather build a survey in, and why? What would you change in either?

#productdesign #uxdesign #saas

I’d probably go with B. It feels more natural to build the survey the same way someone would actually go through it, especially once you start adding conditional follow-ups.

Annual performance reviews are one of the most disliked processes in the workplace by managers and employees alike.

And yet, most organizations still run them the same way they did 30 years ago.

The problem isn't feedback. It's the frequency.

Research consistently shows that employees perform better when feedback is:

Timely - given close to the event, not months later

Specific - tied to behaviors and outcomes, not personality

Two-way a conversation, not a verdict

High-performing organizations are shifting to continuous performance conversations: monthly check-ins, real-time recognition, and quarterly goal reviews.

The annual review shouldn't be abolished but it should never be a surprise.

If your managers are only talking performance once a year, you don't have a performance management system. You have a paperwork exercise.

What does your organization's feedback cadence look like?

#PerformanceManagement #HRLeadership

#PeopleStrategy #FutureOfWork