Feedback
Capture structured feedback as work happens. Coaching prompts and recognition stay close to the moment.
Performance
Make feedback and recognition part of every day
Capture structured feedback as work happens, surface coaching moments early, and turn praise into a habit your team can see and share.
- Cancel or change anytime
- Setup support included
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Retail Sales ✓ 121%
Client Rebookings ✓ 111%
Service Revenue ✓ 103%
New Consultations ! 80%
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Jess Little
March Star · Retail target hero
★★★★★
Trusted by leading brands
how gellibn turns feedback into momentum
Benchmarks
Set role-specific benchmarks to focus feedback on the behaviours and outcomes that matter most.
what you get
Drive performance with continuous, structured feedback that empowers managers and motivates teams. Track growth over time with measurable benchmarks and data-driven insights.
- Structured feedback with ratings and comments
- Configurable performance benchmarks
- Self-assessment during onboarding
- Trend analytics and timeseries tracking
- Automated check-in reminders for managers
- Individual and team performance dashboards
how teams use it
Feedback becomes useful when it is specific, timely and easy to revisit. gellibn keeps those signals close to the work.
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Set benchmarks that match the role, site and behaviours you want to reinforce.
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Capture structured feedback, recognition and trend data as work happens.
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Help managers spot coaching moments before performance issues become surprises.
gellibn transformed how we run our three cafés. Shift leads share feedback in the moment instead of waiting for our monthly catch-up, and the team finally feels heard.
Sarah Mitchell
Café Owner at Saltwater Coffee Co.
FAQs
How do you keep feedback feeling supportive rather than punitive?
Feedback is structured around benchmarks you define for each role, with a strong recognition channel alongside coaching prompts. Most teams find that surfacing positive moments early and often shifts the tone away from feedback only being used when something has gone wrong.
Who can see feedback about a staff member?
Visibility follows your reporting lines. The recipient and their manager can see their own feedback by default, while company admins can configure broader visibility for things like recognition. Sensitive coaching notes stay private to the manager and recipient.
Does this replace formal performance reviews?
It does not have to. Many customers keep their existing review cadence and use gellibn to feed it with continuous, structured signals – so review conversations are based on a year of evidence rather than recent memory.
How do benchmarks work?
You define benchmarks per role or department – the behaviours, skills and outcomes you want to reinforce. Feedback is then captured against those benchmarks, which makes trends, gaps and growth visible without anyone having to write a long-form review.
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