> ## Documentation Index > Fetch the complete documentation index at: https://docs.topicflow.com/llms.txt > Use this file to discover all available pages before exploring further. # Private vs. Public Feedback > Understanding feedback visibility and when to use each # Private vs. Public Feedback Feedback visibility matters. Public feedback celebrates broadly; private feedback creates safe space for growth. Here's how visibility works in Topicflow. ## Feedback visibility options When giving feedback in Topicflow, you choose who can see it: **Private to recipient** Only the person receiving feedback can see it (and system admins for data access purposes). **Shared with manager** Visible to: * The recipient * The recipient's manager * The feedback author **Public (team or organization)** Visible broadly across the team or organization. ## When to use private feedback **Constructive feedback** Feedback about improvement areas should usually be private: * "Your presentation lacked structure — let's work on organizing your points more clearly" * "I noticed you missed the project deadline without communicating in advance" * "Your code reviews could be more thorough" Making constructive feedback public can: * Embarrass the recipient * Make them defensive * Discourage others from taking risks Private constructive feedback creates psychological safety for growth. **Sensitive topics** Feedback about: * Interpersonal conflicts * Performance concerns * Personal challenges affecting work * Early-stage skill development Should always be private. **Feedback during development** If someone is working on a new skill and still learning, keep feedback private until they're more confident. ## When to use shared with manager visibility **When the manager should be aware** Use "shared with manager" when: * The feedback relates to goals the manager is tracking * It's important context for upcoming reviews * The manager should know about the person's progress or challenges * It's positive feedback the manager might not otherwise see **Balancing transparency and privacy** "Shared with manager" gives the manager visibility without broadcasting feedback publicly. **For peer feedback** When a peer gives feedback, sharing it with the recipient's manager ensures it's part of the performance record. ## When to use public feedback **Celebrating accomplishments** Public feedback works well for: * Major project completions * Demonstrations of company values * Going above and beyond * Helping others or the team **Examples of public-worthy feedback:** * "Alex shipped the billing redesign 2 weeks ahead of schedule and trained the support team proactively" * "Jordan stayed late to help debug the production issue and got us back online within an hour" * "Sam's mentorship of new engineers has been outstanding — three people have specifically mentioned their support" Public feedback recognizes impact broadly and reinforces cultural norms. **Building team morale** Public positive feedback: * Makes accomplishments visible * Encourages similar behavior from others * Creates a culture of recognition **When public feedback might backfire** Even positive feedback can be uncomfortable if: * The person is very private or dislikes attention * The accomplishment was a team effort but only one person is named * The feedback is so effusive it feels insincere When in doubt, ask: "I'd like to share this feedback publicly — are you comfortable with that?" ## How visibility affects performance reviews **Private feedback** * Visible to the recipient and their manager * Included in performance reviews * Provides context for development areas **Shared feedback** * Visible to the recipient, their manager, and the author * Included in reviews * Provides 360-degree perspective **Public feedback** * Visible broadly * Included in reviews * Demonstrates impact and recognition from others All feedback types contribute to the performance record, regardless of visibility. ## Changing feedback visibility **Can feedback visibility be changed after submission?** In most cases: * Authors can edit their own feedback (including visibility) * Recipients cannot change visibility of feedback they received * Managers may have permissions to adjust visibility in some cases If feedback was made public by mistake, contact the author or an admin to adjust it. ## Best practices **Default to private for constructive feedback** Unless there's a specific reason to make it visible to others, keep constructive feedback private. **Ask before making positive feedback public** Some people appreciate public recognition; others find it uncomfortable. **Use "shared with manager" for peer feedback** When giving feedback to a colleague, sharing it with their manager ensures it's part of their performance record. **Public feedback should be meaningful** Don't make every small "thanks" public. Reserve public feedback for significant contributions. **Be consistent** If you publicly recognize some team members but not others for similar work, it creates perceived favoritism. ## Privacy and data access **Who can see private feedback?** * The recipient * System administrators (for data access and support purposes) **Who cannot see private feedback?** * Peers * Other managers * Skip-level managers (unless also the recipient's manager) **How is feedback stored?** Feedback is stored securely within Topicflow and respects organizational privacy settings. **Can feedback be deleted?** In most cases, feedback can be edited or retracted by the author. Check with your organization's policies. ## What's next Learn how to give effective feedback Ask for feedback from others Learn about public recognition