Coaching & Learning connects feedback to original communication evidence. Recruiters work with their assigned feedback; owners and managers can review the team and manage feedback.
1. Read the context
Open Coaching & Learning. Review the relevant communication snapshot, evidence window, and available sample size. Calls, minutes, engagement, and sentiment provide context for a conversation, not a ranking of people.
2. Review the feedback and source
In Feedback actions, open the item and inspect its guidance, practice plan, target date, and source when present. Return to the original interaction before discussing or acting on the feedback.
3. Acknowledge and start
Only the assigned recruiter acknowledges their feedback. After acknowledgment, the assigned recruiter can start the work and add a practice note through the available controls. Feedback must be acknowledged before moving from assigned to in progress.
4. Complete the review
An owner or manager marks feedback complete after checking the coaching action. Recruiters cannot complete feedback themselves. Completed feedback cannot be reopened through the status update workflow.
Find a missing item
Check the All, New, Acknowledged, In progress, and Completed filters. Recruiters remain limited to their own feedback. If a status update fails, read the error and confirm the current state before retrying.
Keep employment decisions in the agency's human review process. Communication indicators alone should not determine selection, discipline, compensation, or termination.
Troubleshooting
The source or action is unavailable to your account.
Check the selected view and filters. Ask a manager or owner to review the relevant record and your access; do not use another person’s account.