Continuous feedback software
Feedback while it can still help.
Not months later.
EvalFlow makes useful feedback easier to request, give and find—so employees can learn sooner and managers can prepare with real context instead of reconstructing the year from memory.
$6 per user/month · Everything included · No setup fees
Feedback as an operating habit
The best time for useful feedback is close to the work.
Continuous feedback should not mean constant scoring. It should make it simple for people to ask for perspective, describe what they observed and use the response constructively.
Employee-requested feedback
Employees can ask a relevant manager or colleague for input after meaningful work, collaboration or a key moment.
Structured responses
Clear prompts help responders focus on observed behaviour, contribution and useful next steps.
One performance history
Authorized feedback stays organized with the employee’s other performance context instead of disappearing in email or chat.
Better manager preparation
Managers can use relevant feedback when preparing for one-on-ones and reviews across the year.
How it works
From a fresh moment to a stronger conversation.
Clear for process owners. Practical for managers. Understandable for employees.
01
Request or initiate
An employee, manager or authorized colleague starts a focused feedback exchange.
02
Name the context
Explain the work, event or behaviour so the responder understands what input will be useful.
03
Respond clearly
Use guided questions and AI-supported writing assistance to make the feedback specific and constructive.
04
Carry it forward
Use relevant feedback in coaching and reviews without forcing managers to rebuild the history later.
Employees are participants, not recipients
Give employees a real role in the performance journey.
Employees can understand what is expected, participate in assigned workflows, request relevant feedback, follow their performance history and prepare for better conversations—within the permissions and modules their organization enables.
One process, clear value for every role
Useful across the organization.
For HR and process owners
Set permissions and expectations while giving employees a practical way to participate.
For managers
Coach with current evidence and see useful input gathered across the performance period.
For employees
Request feedback when it matters and keep a clearer view of progress over time.
Connected by design
More useful than another standalone tool.
EvalFlow connects the moments that shape performance instead of leaving each one in a separate system.
| Capability | Typical standalone approach | EvalFlow |
|---|---|---|
| Timing | Saved for the formal review | ✓Captured while the work is still fresh |
| Initiator | Usually HR or the manager | ✓Employees and managers can participate |
| Storage | Email, chat and separate documents | ✓Organized performance context |
| Usefulness | Generic comments months later | ✓Focused input with a clear purpose |
Implementation included
Your team owns the process.
EvalFlow carries the setup.
We handle most of the initial configuration, validate the real workflow with your process owners, prepare managers and support the launch.
01
Discovery
We learn the process, participants, responsibilities, timing and visibility requirements.
02
Configuration
We prepare the initial users, structure, templates and workflow for review.
03
Owner validation
Your designated process owners validate the setup before anything goes live.
04
Manager readiness
We train managers and support a confident focused or organization-wide launch.
EvalFlow supports the rollout personally. You are not handed software and left to figure it out.
What customers say
Trusted by teams that wanted something simpler.
Real feedback from organizations using EvalFlow to run clearer, more practical performance processes.
★★★★★
“EvalFlow is easy to use while still offering a wide range of powerful features. The new updates have made implementation even smoother.”
Executive Director
California nonprofit organization
★★★★★
“Workforce appreciates the transparency. Leaders love the ownership and engagement from the workforce and all levels of leadership.”
HR Leader
Multi-location organization
Frequently asked questions
Clear answers before you shortlist.
What is continuous feedback software?
It helps employees and managers exchange structured performance input throughout the year instead of waiting for an annual or semiannual review.
Can an employee request feedback from someone other than their manager?
Yes, when the organization’s permissions allow it. Employees can request input from colleagues or other managers who have relevant working context.
Does continuous feedback replace reviews?
No. Ongoing feedback improves formal reviews by giving managers and employees more current context for the review conversation.
How does EvalFlow support adoption?
EvalFlow prepares the initial setup, validates the workflow with process owners and trains managers to request, give and use feedback effectively.
Explore the connected platform
One performance story. Every useful moment.
360-degree feedback software
See performance from every angle.
Explore page →One-on-one meeting software
Better one-on-ones.
Explore page →Employee recognition software
Make meaningful work visible.
Explore page →AI performance review software
AI-supported reviews.
Explore page →See how EvalFlow fits
your real performance process.
Bring your current workflow, questions and rollout concerns. We will show you what EvalFlow can configure and how we support adoption.
$6 per user/month · No setup fees · No annual contract required