This simple system allows any employee to collect focused feedback from the people who work closest with them. It’s built on the idea that peers usually know more than managers about day-to-day performance, and that most people care more about what their peers think of them than what their boss thinks.

The approach was shared by Bill Anderson, CEO of Bayer, in his podcast conversation with Brian Halligan on 12 February 2026. At Bayer, it is used as part of their “Dynamic Shared Ownership” model, and it inspired us to create a version tailored for Org360.

Its based on 3 questions:

How was this person's performance in the last three months?

1: Great job (love working with you, great impact)

2: Off the charts (performing "above what anybody would ever normally expect)

0: Not good enough (need to do better)

What was this person's major impact?

What could they have done to be even better?

In our interpretation of this method, the employee send out to their team members they wish to receive feedback from, these can include peers, reports, and supervisors. But the report is confidential to the senders, and they are under no pressure to share the outcome with their supervisors. This ensures that they desire for feedback is genuine, and not part of a box-ticking exercise. And it also ensures that the feedback can be frank, because even if negative it will be perceived as being disloyal.

Encourage team members to run this every 90 days!