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Feedback in mpath helps you give and receive timely, actionable input to support growth and development – outside of formal 360-degree campaigns.
Feedback provides a way to share observations, recognition, and development suggestions with team members in a structured format that can be referenced over time.

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Overview

Feedback in mpath allows you to:
  • Give feedback to team members about their work, behavior, or impact
  • Receive feedback from managers, peers, and others
  • Track feedback over time to see patterns and growth
  • Link feedback to specific initiatives, tasks, or situations

Informal and Timely

Regular feedback is given in the moment or shortly after an event, enabling quick course corrections.

Direct and Identified

Unlike anonymous 360 campaigns, you know who gave the feedback, enabling direct follow-up and conversation.

Flexible

Can be given anytime, not tied to a campaign cycle or formal review process.

Structured

Captured in a consistent format that can be referenced over time and linked to development goals.
Unlike 360-degree feedback campaigns, regular feedback is:
  • Informal and timely – given in the moment or shortly after an event
  • Direct and identified – you know who gave the feedback
  • Flexible – can be given anytime, not tied to a campaign cycle

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Why Feedback Matters

Continuous improvement
Regular feedback helps people adjust course quickly rather than waiting for formal reviews. This creates a culture of growth and learning.
  • Recognition and appreciation
    Positive feedback reinforces good work and boosts morale.
  • Development focus
    Constructive feedback highlights growth opportunities in real-time.
  • Relationship building
    Open feedback culture strengthens trust and communication.

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Types of Feedback

Use for:
  • Recognizing achievements and impact
  • Reinforcing desired behaviors
  • Celebrating wins and milestones
  • Building confidence and motivation
Best practices:
  • Be specific about what was done well
  • Connect to impact and outcomes
  • Give it promptly after the event
Use for:
  • Identifying areas for improvement
  • Addressing specific behaviors or patterns
  • Providing actionable suggestions
  • Supporting development goals
Best practices:
  • Focus on behavior, not personality
  • Provide specific examples
  • Offer concrete next steps
  • Frame as growth opportunities
Best practice approach:
  • Combine strengths with growth areas
  • Provide specific examples
  • Focus on behavior and impact, not personality
  • Offer concrete next steps
Why it works:
  • Acknowledges what’s working well
  • Identifies areas for development
  • Maintains motivation while encouraging growth

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How to Give Feedback

1

Choose the right moment

  • Give feedback soon after the event or behavior
  • Ensure privacy and appropriate setting
  • Consider the recipient’s readiness to receive feedback
Timing matters
Feedback given close to the event is more effective than feedback given weeks later. The context is fresh and the behavior is easier to recall.
2

Be specific and actionable

  • Focus on observable behaviors and specific examples
  • Describe impact rather than making judgments
  • Suggest concrete actions for improvement
Example of specific feedback:
  • ✅ “In yesterday’s standup, you interrupted Sarah twice while she was explaining her blocker.”
  • ❌ “You need to be a better listener.”
3

Use the feedback form

  1. Navigate to the person’s profile or feedback section
  2. Click Give Feedback
  3. Fill in:
    • What – specific situation or behavior
    • Impact – how it affected you, the team, or outcomes
    • Suggestion – what could be done differently (if constructive)
    • Context – link to related initiatives or tasks if relevant
4

Choose visibility

  • Public – visible to the recipient and organization members
    • Useful for recognition and transparency
    • Can be referenced in performance reviews
  • Private – only visible to you and the recipient
    • Useful for sensitive or personal development topics
    • Protects privacy while still enabling growth

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How to Receive and Use Feedback

  • Check your feedback regularly
  • Look for patterns across multiple pieces of feedback
  • Separate observations from suggestions
  • Identify themes that emerge over time
Pattern recognition
When multiple people give similar feedback, it’s a strong signal that this is an area worth focusing on. Don’t dismiss patterns as coincidence.
  1. Acknowledge the feedback and thank the giver
  2. Reflect on the validity and relevance
  3. Prioritize which feedback to act on
  4. Create action items or development goals
  5. Follow up to show progress
Following up on feedback shows you value the input and are committed to growth. This encourages more feedback in the future.
Connect feedback to:
  • Development goals and objectives
  • 1:1 discussions with your manager
  • Performance reviews and evaluations
  • Learning and training opportunities
This creates a clear path from feedback to action and growth.

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Best Practices

  • Be timely – give feedback close to when events occur
  • Be specific – use concrete examples, not generalizations
  • Be balanced – highlight both strengths and areas for growth
  • Be constructive – focus on what can be improved, not just what’s wrong
  • Be respectful – consider the recipient’s feelings and perspective
The feedback sandwich
While not always necessary, starting with something positive, then addressing areas for growth, then ending with encouragement can make constructive feedback easier to receive.
  • Be open – approach feedback with curiosity, not defensiveness
  • Ask for clarification – if feedback is unclear, seek examples
  • Look for patterns – multiple people saying similar things indicates areas to focus on
  • Take action – use feedback to inform your development
  • Follow up – show that you’ve considered and acted on feedback
  • Create a feedback culture – encourage regular, constructive feedback
  • Train on feedback – help people give and receive feedback effectively
  • Make it safe – ensure feedback is given with good intent and received without retaliation
  • Recognize feedback givers – appreciate those who take time to provide thoughtful feedback
Feedback culture takes time
Building a culture where feedback is freely given and received requires consistent modeling from leadership and clear expectations about how feedback should be delivered.

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Privacy and Visibility

Public Feedback

Visible to the recipient and all organization members. Useful for recognition and transparency. Can be referenced in performance reviews.

Private Feedback

Only visible to the giver and recipient. Useful for sensitive or personal development topics. Protects privacy while still enabling growth.

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Integration with Other Features

  • Discuss feedback in regular 1:1 meetings
  • Use feedback to inform development conversations
  • Track progress on feedback-related action items
This creates a natural place to follow up on feedback and show progress.
  • Reference feedback when preparing reviews
  • Use feedback patterns to inform evaluations
  • Document how feedback was addressed
Feedback provides concrete examples and patterns that make reviews more objective and comprehensive.
  • Convert feedback into development goals
  • Link feedback to learning objectives
  • Track progress on feedback-driven improvements
This creates a clear connection between feedback and growth.

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Examples

Situation: “During the Q3 planning meeting, you presented the technical architecture proposal.”Impact: “Your clear explanation helped the team understand the trade-offs and make an informed decision quickly.”Suggestion: “Keep using this approach of leading with context and options – it’s very effective.”
This feedback is specific, connects to impact, and provides reinforcement for the behavior.
Situation: “In yesterday’s standup, you interrupted Sarah twice while she was explaining her blocker.”Impact: “This made it harder for her to fully explain the issue, and the team missed important context.”Suggestion: “Try waiting until she finishes speaking, then ask clarifying questions. This will help you understand the full picture.”
This feedback focuses on observable behavior, describes impact, and offers a concrete alternative approach.

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Troubleshooting

  • Model the behavior – give feedback regularly yourself
  • Make it easy – ensure the feedback form is accessible and simple
  • Recognize givers – appreciate those who provide feedback
  • Set expectations – communicate that feedback is valued and expected
Lead by example
When leaders consistently give thoughtful feedback, it signals that feedback is valued and expected throughout the organization.
  • Provide training – help people learn to give specific, actionable feedback
  • Use templates – provide examples of good feedback
  • Give feedback on feedback – help people improve their feedback skills
  • Follow up – check in on how feedback is being used
  • Link to goals – connect feedback to development objectives
  • Discuss in 1:1s – make feedback a regular topic in manager meetings
  • Celebrate progress – recognize when people act on feedback
Feedback without action loses value
If feedback is consistently ignored, people will stop giving it. Make sure there’s a clear path from feedback to action.