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Features · Guided feedback

Feedback that builds a culture of growth.

Aspen coaches employees and managers as they give and receive feedback, surfaces the right moments to ask or give, and turns every exchange into growth signal.

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How it works

Feedback that lands, lasts, and grows people.

Feedback usually fails: missed moments, vaguely written, ambiguous delivery, lost signal. Aspen handles all four.

01 — Surface

Aspen knows when feedback is needed.

When someone closes a big deal, ships a project, or hits a milestone, Aspen prompts the right people to recognize it. When sentiment shifts or a goal slips, Aspen prompts a check-in. You don't have to remember the moment, Aspen does.

Slack — DM from Aspen
a.
Aspen APPMon 9:14 AM
Jordan shipped the pricing dashboard last week. Biggest project on the team this month. Want to recognize her?
Recognition Cross-team impact
02 — Ask

"Help me give Susan feedback."

Tag Aspen in DM or thread. Say what you want to give feedback on. Aspen takes it from there — prompting the right follow-up questions, surfacing the Standard, helping you find specific language instead of generic praise or vague critique.

Slack — #team-product
JB
Jordan B.2:14 PM
@Aspen help me give Susan tough feedback on the design review
a.
Aspen APP2:14 PM
Hard feedback lands better with specifics. What did Susan do, and what was the impact on the team?
03 — Coach

Anchored to a Standard. Specific by design.

Aspen pulls the recipient's Standard — their role, their level, the competencies that matter. Suggestions reference those dimensions: not "be more collaborative," but "drives cross-team alignment is your L4 expectation, and the design review didn't reflect that." Specific. Actionable. Fair.

Slack — DM with Aspen
JB
Jordan B.2:15 PM
she shut down design suggestions fast. Lin felt dismissed and has been quiet in reviews since
a.
Aspen APP2:15 PM
Drafted. Anchored to Susan's Standard at L4: inclusive collaboration. Edit before sending?
Inclusive collaboration Communication
04 — Document

Tagged, timed, captured on the profile.

Once sent, feedback gets tagged by competency, timestamped, and added to the recipient's profile. No copying into a doc. No "I'll remember to mention this in the review." The system remembers so the people don't have to.

05 — Grow

Feedback becomes growth signal.

Tagged feedback feeds your 1:1 prep, weekly digests, and review drafts. When Susan asks Aspen "what's my gap to L5?", the inclusive-collaboration feedback shows up alongside everything else. The loop closes without anyone having to remember.

Slack — DM with Aspen
SW
Susan W.10:08 AM
@Aspen what's my biggest growth area right now?
a.
Aspen APP10:08 AM
Inclusive collaboration. Two pieces of recent feedback flagged it (Jordan, May 12; pulse responses, weeks 18–20). It's your L5 leap. Want a few specific moves to try this quarter?
Why this matters

Most feedback dies in the gap between meaning to and saying it.

Without guidance

Feedback that never lands.

  • People mean to give it; weeks pass; the moment fades.
  • What does get said is vague: "good job" or "could be better."
  • No anchor to role or level — feels personal, not developmental.
  • Received feedback evaporates between coffee and the next meeting.
  • Comes back at review time as a vague memory, badly cited.
With Aspen Guided

Feedback that lands and lasts.

  • Feedback becomes daily habit, not quarterly chore.
  • Every exchange compounds into growth signal employees can act on.
  • Managers stop being the bottleneck; peers coach peers, anchored to Standards.
  • Tagged by competency, captured on the profile, never lost.
  • Surfaces in 1:1s, digests, and reviews automatically.
Questions

Common questions about Guided feedback.

How does Aspen help build a feedback culture?

Aspen turns feedback into a daily habit instead of a quarterly task. It surfaces the right moments to give or ask for feedback, coaches both sides in real time with Standards context, and turns every exchange into growth signal employees can act on. The result is feedback that's specific, timely, and tied to how people actually grow.

How does Aspen coach feedback in the moment?

When you ask Aspen for help giving feedback, it asks the right follow-up questions: what did they do, what was the impact, when did it happen. It then suggests language anchored to the recipient's Standard so the feedback is specific and actionable, not vague.

What about receiving feedback?

When you receive feedback through Aspen, it's tagged to a competency and level, captured on your profile, and surfaced when you ask Aspen for growth coaching. Feedback stops being something forgotten between reviews and becomes a continuous coaching signal.

Can feedback be anonymous?

Yes. You can give attributed feedback (your name shows) or anonymous feedback (recipient sees the content, not the source). Aspen still tags and times the feedback either way; anonymity doesn't break the structure.

How does feedback show up in reviews?

Every piece of feedback given or received gets tagged to a competency and stored on the profile. When review drafts generate, Aspen pulls from that pool of real moments, citing the specific feedback that led to a strength or growth area.

Does this work peer-to-peer?

Yes. Anyone can give anyone else feedback through Aspen: peer-to-peer, upward, cross-team. The coaching and tagging are the same; the recipient's manager sees the patterns alongside everything else.

Start today

Feedback that lands.

Aspen is in early access. Request access and we'll get your team coaching feedback this week, free for 30 days.

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