Anyone interested in career development can use YOYOCareer.

• Individual contributors Organizations may not have a way for their employees to receive feedback. Some organizations offer this only for their managers. Also, when you leave your employer, you don't have access to the feedback anymore as it is locked up in their employee system. With YOYOCareer, your feedback stays with you (just like your taxes or health records) as you have an account based on your personal email and not tied to your workplace.
• Managers Some companies, especially smaller ones, may not have systems in place to get the feedback. You can use YOYOCareer and learn what your team members and colleagues think of you. You can also encourage your team members to use this service and improve the team dynamics with self-awareness.
• CEO or the top brass With power comes responsibility. While there may be nothing more for you to advance professionally, it is how the people you lead think about you that matters. You are in a unique position to get feedback not just from directs or skip levels but at multiple levels so you may know not only about yourself but other people helping you to build your great organization.
• Interns Most companies do not have a way for interns to get feedback from their colleagues at the end of their internship. But you can stay ahead of the others by proactively collecting feedback and improving for the next year of internship or full time job.
• Higher Education Institutes Any institute that has student programs for internships and career fairs should consider adding YOYOCareer as a helpful application to the list of resources for their students. Many MBA programs also help their students to learn better about themselves using some type of feedback process. YOYOCareer is perfect for this as they get to carry this feedback with them even after they graduate.
• Consultants/Contractors You can use this service to improve your client relationship. While many HR systems provide a way to conduct feedback reviews within their organization, there is usually no way to get feedback from external parties with whom you work. Getting timely feedback and self-improving based on realistic expectations can help work with the same client for a long time.
• Consulting Firms Each client is different and has different expectations. Use YOYOCareer to ensure your employees can receive timely feedback from the clients they work with. This ensures your employees are in sync with the client expectations (anonymous feedback makes it easy). With this small investment, you have the potential to grow a long lasting positive client relationship. You also show your client that you invest in your employees self-improvement.
• Startups Startups don't always have all the processes and HR systems in place. When rapidly expanding business and growing the team, it's important to make sure everyone is able to share their feedback to their peers and build a healthy company. Last thing you want is to see a lot of negative comments on websites like Glassdoor.
• Large enterprises You may already have a large enterprise talent management system with complex features. However, most employees don't like using tedious processes with long questionnaires that consume a lot of time and effort. By switching to YOYOCareer, you encourage all employees, not just managers, to become self-aware. Employees are also comfortable using this as they own this process and the feedback is accessible only to them.
• Self employed Your opportunities grow with your client relationships. You want to know what they think of you so you can course correct before it's too late.
• Temp Workers As you are likely to change jobs often, it is good to keep a record of feedback and share the good feedback that can later act as a reference.

Absolutely. You can make your feedback request public and get a link that can be shared. Over the years you can build a good history of positive feedback that you can use as a reference for your future employment. This is a great advantage of owning the feedback yourself rather than getting it locked up into the HR system of your current employer.

Yes, if you have gathered regular feedback, you can reference the public view of your feedback on your resume. Before you leave your current job, make sure to gather the feedback from as many people who can give you a balanced feedback so you can use the good feedback as a reference and use the rest of the feedback for self improvement.

LinkedIn recommendations are public and hence people only tend to highlight your strengths and not talk anything negative. So, if your goal is just to land your next job, then those recommendations should be sufficient. However, if you want to invest in overall self-improvement for the long run, then you would want to get a more balanced feedback. The best part is you can make only your positive feedback public. You can keep the negative feedback private and work on it to improve.

We offer free and standard feedback requests (see our pricing page for more details). We also work with companies to sponsor standard feedback requests for free to their employees. Once you register and login, you can see if your employer is participating in this program and make use of it.

While it is possible to use generic solutions like surveys and forms, YOYOCareer provides a user experience specialized for the career development feedback gathering purpose. This makes it a better user experience. Since YOYOCareer also provides a free feedback request, you can always give it a try and see if you like the experience.

Note that we allow people to make (good) part of their feedback public. This can act as a verifiable reference when changing jobs. The public view provides a summary of how many people and from which (email) domain the feedback is gathered. This makes the feedback process anonymous and yet makes it authentic.

Traditional 360 feedback review processes with ratings and rankings are time consuming and stressful. See Performance Review Peril: Adobe Study Shows Office Workers Waste Time and Tears for some concrete statistics and why top companies are using much simpler processes for talent management resulting in improved employee satisfaction and landing on the best companies to work for list.

SKS process is one such simple feedback gathering process. Three Questions For Effective Feedback on Harvard Business Review discusses the same process. YOYOCareer has embraced this concept to provide better 360 feedback experience for everyone.

Feedback is very subjective. On top of that, different people observe or give importance to different aspects. So, in order to get the feedback as objective and balanced as possible, it needs to be gathered from multiple people. However, it should be gathered only from people who has interacted with you. To give a well thought out feedback it takes time. So, keeping all of these things in mind, it's best to get the feedback typically once or twice a year. If there is a lot of change of people with whom you work, say by project, then the feedback can be gathered more frequently. Just ensure it's not over done that people eventually don't spend much time giving the feedback or stop it all together. See Why Real Time Feedback is a Terrible Idea for Your Company for more details.

There is no one-number-fits-all answer to this. It all depends on the number of people you work with and how many of them can provide you valuable feedback. Some people interact on projects spanning multiple teams and have an opportunity work with a lot of people. They can benefit from asking feedback from all these people from different departments and roles. If you are part of a small scrum team and are a QA member, you can get feedback from people of different roles of the scrum team, like the scrum master, developers, fellow QA engineers, product manager and so on. Feedback from peers and dotted-line relationships is important as your manager is likely to use their input in your career development decisions.

Note that not all the people you solicit feedback may respond. So, it's always good to have some buffer so that you get enough feedback. To maintain anonymity of the feedback, we require at least 3 feedback responses before showing you the feedback. If you expect a 75% response rate and want to get feedback from at least 12 people, you should invite at least 16 people to provide you feedback. At the same time, there is no point getting feedback from too many people. That might only make it hard to understand your feedback and translate it into a set of actions to focus on.

Feedback remains completely anonymous to the receivers. This is done by

• showing the feedback only if at least 3 people provide the feedback
• not showing who provided the feedback
• YOYOCareer takes one step more and makes it anonymous even at the data storage level so that no one including YOYOCareer will ever be able to tell who provided a given feedback. This is explained below if you are more curious.

When someone creates a feedback request, they provide us a list of people (name and email) to ask for feedback. We send a unique link to each of these users so they don't have to login to provide the feedback and store as a feedback user record. We track if someone provided the feedback or not so we can send reminders. However, once the feedback is submitted, we mark the feedback user record as complete BUT store the feedback in a different table with absolutely no linkage between the two tables. This ensures that the feedback is completely anonymous once it is submitted.

Yes, you can still use YOYOCareer. Your internal process may restrict to no more than a few peer feedbacks. But if you worked on cross team projects and want to get feedback from more people, you can use YOYOCareer to get the additional feedback. Feedback providers may be able to provide more candid feedback as it is completely anonymous and only you would know the feedback (as some may not want you to get into trouble with your manager or HR).

By default the entire feedback is private and accessible only to the person who is receiving the feedback. However, it is possible to create a link to share the entire feedback with someone who can coach you. The link automatically expires in 7 days (or you can manually turn it off asap) so your feedback remains private.

Large enterprise or individual, we take security and scalability very seriously.

YOYOCareer is an app built ground up using Google Cloud Platform using multiple micro services. It uses Google Cloud Datastore that is highly scalable (handles more than 15 trillion transactions a month per this 2016 blog). Data is replicated in multiple regions providing an SLA of 99.95% uptime. In addition, the Google Cloud Datastore encrypts and stores all the data at rest (server side encryption).

We do not store any financial information as we use payment gateways (Stripe for now, but more to come) and use SCA compliant payment flows and easily become eligible for PCI compliance validation.

The software development follows best practices as established by OWASP and other standards.