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  1. 1. A lightweight system for collecting Honest Team Feedback from coworkers, staff, stakeholders and people you care about. Please contact Eli Holder ( for any questions, comments or feedback.
  2. 2. Charlie. ★ Charlie is a smart team leader. ★ Charlie is always trying to improve himself and his team. ★ Charlie knows that true insight requires many points of view, so Charlie uses Nodd to continuously collect feedback from his team. ★ Nodd makes it safe to be honest, helping Charlie find out what his team really thinks. How Nodd works: Meet Charlie Charlie’s Team.
  3. 3. Charlie creates a “Loop” on Nodd. He chooses the type of feedback he wants, who he wants the feedback from, and how often he’d like to hear from them. Then every week (or month), Nodd emails Charlie’s team, requesting their Feedback. The prompts are quick and can be answered directly in the email, so the team is happy to help. Nodd aggregates the team’s feedback and presents it in historical context, helping Charlie see the cause-and- effect between a week’s events and the team’s perceptions. 1. Create a Loop. 2. Nodd pings the team. 3. See their feedback. How Nodd works: 3 Simple Steps
  4. 4. Nodd’s “Proven Prompts” Nodd’s designed & vetted prompts If you have a question, we have a tested, reliable way to ask it. “Proven Prompts” decrease the bias common to homegrown surveys and lets you compare your results to other teams across Nodd’s network. Personal: How can an individual improve? Team & Process: How can the team improve? Satisfaction: Are you happy with X? 
 (e.g. “Are employees engaged in their work?”) Prediction: How confident are we about X? 
 (e.g. “Will we hit our Q2 Revenue Goals?”) Culture: Are we aligned with our stated values? Categories:
  5. 5. Custom Prompts What would you like to know? Have a question that isn’t cover by one of the Proven Prompts? Just let us know and we’ll find out how to ask it. Co-Design a New Prompt: Our research and design team will work with you to understand your question, then we’ll design and validate a new prompt to cover it. This helps us expand our library so we’re happy to help. Prompt-Builder: The Nodd Prompt Builder will let you build and use your own completely custom prompts. Coming soon! 2 Options:
  6. 6. Why Nodd? Nodd makes it Safe to be Honest. Getting good, critical feedback is hard. There are many reasons why candor breaks down, even for the most well-intentioned teams. It’s something every team struggles with. So Nodd is designed with one goal above all others: create a psychologically safe environment where people can honestly, candidly, frankly share what they’re really thinking. Nodd Feedback is: Fears of alienation, being awkward, career repercussions, and many other factors make people very reluctant to criticize. So Nodd keeps reviewers’ identities 100% confidential and responses are only ever shown in aggregate. People tend to only remember the good times during annual reviews. And ad-hoc feedback creates extra tension. But when feedback is frequent, reviewers know it’s just a ritual and even the most critical feedback is tempered over time. No one wants to be the reason a coworker doesn’t get a raise. When feedback flows through managers or HR, reviewers tend to be overly positive. So Feedback in Nodd is direct and private. It’s only ever visible to the user who requested it. Anonymous. Frequent. Private.
  7. 7. Why Nodd? Nodd is Reviewer Friendly. Nodd prompts are quick and to the point. Most can be answered with a single click, directly in the prompt email. Nodd prompts are structured to help reviewers provide c o n s t r u c t i v e f e e d b a c k without a lot of thinking pain. Nodd prompts are fun. Not “roller coaster” fun, but at least as fun as workplace feedback software can be. Quick. Structured. Fun-ish. “Normally I just randomly click 4s and 5s on surveys. But this got me to actually slow down and think about it.” - Research Participant "I loved the emojis and the survey format was awesome. I was engaged the whole time. Excellent platform” - Research Participant “It's like the Slack of 1:1s.” - Research Participant Reviewers stop participating if they feel disengaged, overwhelmed, or lose sight of the impact of their feedback. Or, worse yet, they turn to trolling and damaging the signal from otherwise engaged, legitimate responses. So Nodd prompts are: Reviewers Say:
  8. 8. Thanks! Email Eli Holder to get signed up. Questions, comments and feedback are also welcome and appreciated!
  9. 9. Appendix.
  10. 10. “Loops” capture feedback about a particular topic from a particular group of people. They have 3 parts: 3. A set of reviewers to give feedback. We recommend at least enough people to eat a large pizza (6 to 8). This might include the team you lead, internal company clients, peers from other departments, your stakeholders, or even your manager. 1. A Prompt (or Topic). Different prompts have different strengths. We recommend starting with the Simple Personal prompt. 2. A Frequency that works for you and your team. We recommend biweekly. How It Works (in detail). Step 1: Creating a Loop.
  11. 11. Once a loop is created, Nodd prompts the reviewers on your behalf, every week, every 2 weeks or every month. Prompts are sent directly to the reviewer’s email (or Slack) and most can be answered with a single click. 1. Reviewer gets email. 2. Reviewer clicks response. 3. Reviewer adds detail. How It Works (in detail). Step 2: Reviewers Respond to Prompts.
  12. 12. Quantitative Feedback. Because ratings are easy (and safe) to give, they encourage high response rates and better represent the pulse of the team. Users interpret them as a canary-in-the-coal-mine: “Ideally you’re getting a thumbs up every week, but if you’re having a bad week… you see ‘oh s***, my number is 2.0… I need to reflect and figure out what did I do? And maybe I need to go have a conversation with someone.” - Research Participant How It Works (in detail). Step 3a: Interpreting Feedback. Presenting ratings over time reinforces this: it’s not as important (or realistic) to expect high marks every week. What counts is, when you see a dip, can you learn from it?
  13. 13. Qualitative Feedback. Qualitative questions are designed to gently guide reviewers toward more constructive feedback. The Simple Personal Prompt, for example, uses a madlib to encourage the personal feedback “golden rule”: Identifying behaviors & illustrating their impact. It’s great for discovering blind-spots: “When <manager> criticizes employees in front of everyone, it lowers our team spirit.” - Anonymous Tester “When <manager> addresses clients in an overly casual way, it causes them to react in an overly informal way, and make requests for services that we do not usually do.” - Anonymous Tester "When <chef> comes up with new menu items, it causes inspiration within the team. He might consider: Let team members contribute to coming up with dishes, as well" - Anonymous Tester How It Works (in detail). Step 3b: Interpreting Feedback.