Feedback as a Culture, Not Just a Process
Strong teams are built by people who help each other improve.
At Carly, feedback is not something that only happens during performance reviews.
It’s part of how we collaborate, grow, and support one another across teams every day.
That mindset is especially reflected in our peer-to-peer feedback process, an initiative designed around learning, reflection, and continuous development.
Unlike traditional review systems that can focus heavily on evaluation, Carly’s approach encourages employees to seek perspectives from colleagues they’ve genuinely worked with, often across functions and teams. The goal is not simply to “rate performance,” but to better understand how we work together, where we create impact, and how we can continue improving together.
And perhaps most importantly: feedback at Carly is not anonymous. This helps turn feedback into a starting point for honest conversation, rather than a closed comment that cannot be explored, clarified, or understood in context.
That choice is intentional.
Feedback is most valuable when it’s built on trust, shared openly, and received with curiosity.
Building Trust Through Honest Conversations
Giving honest feedback and receiving it requires trust.
It asks people to communicate openly, reflect thoughtfully, and sometimes have conversations that feel a little uncomfortable at first. But discomfort is often where growth begins.
At Carly, peer feedback is designed to create dialogue rather than distance.
With the support of team leads, feedback is shared among colleagues, and continued conversations are encouraged whenever additional clarity or context is helpful. This creates something much more valuable than a one-way review process: it creates understanding.
Because behind every feedback message is a real person who took the time to reflect on someone else’s work, collaboration, communication or impact.
That human aspect matters.
Feedback Beyond Hierarchies
One of the most valuable parts of peer-to-peer feedback is that growth doesn’t only come from managers or leadership.
Sometimes the people who notice our strengths or the areas where we can improve most are the colleagues we work closely with every day.
A teammate might notice how someone brings calmness into difficult situations. A cross-functional partner might recognize exceptional collaboration during a project. Another colleague may encourage someone to speak up more confidently or share ideas more proactively.
These small observations often become meaningful moments of growth.
That’s why Carly encourages employees to gather feedback from peers across different functions and collaborations whenever possible. Diverse perspectives help reduce bias, strengthen collaboration, and create a fuller picture of how people contribute beyond their immediate team.
At the same time, the process stays flexible and realistic. Feedback is not about perfection or rigid structures, it’s about relevance, honesty, and meaningful reflection.
Making Feedback More Constructive
One detail that makes Carly’s approach especially thoughtful is the encouragement to make feedback constructive and developmental.
Employees are guided to reflect “a version of your peer that’s bigger and better than they might see themselves.”
That idea shifts feedback away from criticism and toward potential.
It reminds us that good feedback is not about pointing out flaws for the sake of it. It’s about helping someone recognize opportunities, strengths, blind spots, and growth areas they may not fully see yet themselves.
The process also acknowledges something important: people do not have to agree with every piece of feedback they receive.
Feedback is not treated as absolute truth or judgment. Instead, it becomes one perspective that can spark reflection, conversation, and learning.
That creates a healthier and more psychologically safe feedback culture. One where employees can stay open without feeling defined by a single comment.
Growth Happens Together
At its core, peer-to-peer feedback at Carly reflects a larger belief about how strong teams are built.
Growth happens collectively.
It happens when people are willing to help each other improve, when colleagues take time to recognize strengths, when honest conversations are approached with empathy. Then feedback becomes an act of support instead of criticism.
No process will ever make feedback feel perfectly easy all the time. But a culture rooted in trust, openness, and shared growth can make it feel meaningful.
And ultimately, that’s what makes peer feedback valuable at Carly: not the forms, the structure, or the review cycle itself, but the people behind it, helping one another become better together.
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We have a flexible working culture, including home office options, meditations in the office to support the team’s wellness, weekly fruit baskets, a wrap-around balcony with a view of the alps, and so much more…
We strive to make your time at Carly and your own time equally enjoyable.
We could happily give you a long list of reasons to join, but let’s focus on the core reasons.
Carly believes its employees are the cornerstone of its growth and success. The Team is at the center of every internal decision, which is why we constantly look for their feedback through various channels, such as quarterly reviews — at all levels — , weekly focus groups, and bi-weekly one-on-one conversations with leads.
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