At Amilia, feedback is a habit we aim to create, a muscle we constantly train. It shows up in one-on-ones, peer conversations, and the everyday exchanges that make up a normal week. We believe frequent, honest feedback keeps people engaged, reduces frustration, and builds trust between employees and managers. Our team currently rates our feedback culture 8.1/10 on Officevibe, a number we're proud of, and one we keep working to earn.
But continuous feedback is easier said than done. It's a muscle, one that takes practice, discomfort, and repetition to build. That's why we also lean on a few deliberate rituals: one-on-ones, peer review cycles, and formal performance reviews.
Feedback matters because clarity matters. When people know where they stand, understand what’s expected of them, and see the impact of their work, they can do their best work with confidence instead of uncertainty.
That belief connects directly to two of our core values. Be Authentic means communicating openly, sharing context, and saying the real thing with respect, even when it’s not the easiest conversation to have. Level Up means treating feedback as an opportunity to learn, improve, and keep growing.
One of the anchors we lean on is our formal performance review cycle. Twice a year, in January and July, employees and managers take time to reflect on accomplishments, growth, collaboration, and future goals. These conversations create an opportunity to pause, celebrate progress, and align on what comes next.
The strongest relationships are built in the conversations that happen between those formal checkpoints. That’s why regular one-on-ones are such an important part of how we work. They provide a dedicated space for employees and managers to exchange feedback, discuss priorities, celebrate wins, and tackle challenges before they become frustrations.
When feedback becomes part of everyday work, difficult conversations become easier, expectations become clearer, and trust grows over time.
Some of the most meaningful feedback comes from the people you work alongside every day. Maybe it's a teammate who noticed how you handled a tough client call, or a colleague who appreciated getting a different perspective on their project.
That’s why we create dedicated opportunities for peer feedback, including two formal peer review cycles a year, where employees choose the colleagues they want formal feedback from. Colleagues recognize one another’s strengths and share constructive observations based on real collaboration.
Through our #praises-amilia Slack channel, employees can publicly recognize a colleague, connecting each message to one of our company values. These moments celebrate great work while reinforcing the behaviors that make our culture stronger.
Together, peer feedback and recognition create an environment where appreciation is visible, successes are celebrated, and everyone plays a role in helping others grow.
Creating a strong feedback culture takes more than good intentions.
Giving honest feedback can feel uncomfortable. Some people worry about saying the wrong thing. Others avoid difficult conversations altogether. Without the right tools, feedback can become vague, delayed, or less helpful than intended. That’s why we invest in helping our people build this skill.
Our HR Business Partner, Gen Rousseau, recently led a company-wide training session focused on giving and receiving effective feedback. The goal wasn’t to encourage people to be harsher. It was to help them communicate with greater clarity, confidence, and impact.
Gen puts it simply:
"Feedback is a form of kindness. Someone chooses to be uncomfortable because they care about your growth more than their own comfort. When we receive it that way, as a gift rather than a judgment, we get to decide what to keep and what to release, and that's how we can actually grow."Geneviève Rousseau, HR Business Partner at Amilia
It’s also what “Level Up” looks like in practice: we don’t spend time pointing fingers or hiding behind process, we say the real thing, and we help each other get better at saying it well. Because everyone is working from the same playbook, feedback stops depending on who happens to be naturally good at delivering it, it becomes a skill anyone can build.
That’s what turns feedback from a process into a habit: fewer frustrations left to fester, clearer expectations, and stronger trust between people and their managers, in both directions. It’s how Amilia keeps building a workplace where people feel heard, supported, and challenged to do their best work.
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