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100 Questions from Leaders
Peaky Package
10 - 100 Users
€
7
Monthly, per User
Annually Billed
Minimum 12 months
Company Onboarding
10 - 100 Users
Overview
Peaky Pulse
Self-assessment
My Growth
Feedback & Recognition
Dashboard
Peaky Pro
100 - 500 Users
€
5
Monthly, per User
Annually Billed
Minimum 12 months
Company Onboarding
100 - 500 Users
Overview
Peaky Pulse
Self-assessment
My Growth
Feedback & Recognition
Dashboard
Peaky Plus
500+ Users
€
3
Monthly, per User
Annually Billed
Minimum 12 months
Company Onboarding
500+ Users
Overview
Peaky Pulse
Self-assessment
My Growth
Feedback & Recognition
Dashboard
Peaky Plus
500+ Users
€
3
Monthly, per User
Annually Billed
Minimum 12 months
Company Onboarding
500+ Users
Overview
Peaky Pulse
Self-assessment
My Growth
Feedback & Recognition
Dashboard
Peaky Package
10 - 100 Users
€
7
Monthly, per User
Annually Billed
Minimum 12 months
Company Onboarding
10 - 100 Users
Overview
Peaky Pulse
Self-assessment
My Growth
Feedback & Recognition
Dashboard
One Platform for All
Peaky Pro
100 - 500 Users
€
5
Monthly, per User
Annually Billed
Minimum 12 months
Company Onboarding
100 - 500 Users
Overview
Peaky Pulse
Self-assessment
My Growth
Feedback & Recognition
Dashboard
Peaky Package
10 - 100 Users
€
7
Monthly, per User
Annually Billed
Minimum 12 months
Company Onboarding
10 - 100 Users
Overview
Peaky Pulse
Self-assessment
My Growth
Feedback & Recognition
Dashboard
Peaky Pro
100 - 500 Users
€
5
Monthly, per User
Annually Billed
Minimum 12 months
Company Onboarding
100 - 500 Users
Overview
Peaky Pulse
Self-assessment
My Growth
Feedback & Recognition
Dashboard
Feedback & Recognition
You use feedback as a mirror. Instead of saying "you did X wrong," you say "I observed X, and the result was Y. How can we learn from this?" This makes the feedback about the situation, not the person.
"Did you know that leaders mean more to people than their therapist?!"
Continuously. Peaky's Feedback & Recognition module makes it easy to provide feedback on an ongoing basis, embedding it into your daily routine.
By actively seeking feedback yourself via Peaky Self-Assessments and demonstrating that you listen and act on it. You can't expect your team to do what you won't.
You tie it to a KBI. When you give feedback, be specific about the behavior you observed and how it impacted a result, making it clear and actionable.
By being specific. The Peaky Feedback & Recognition module allows you to praise a team member for a specific KBI, like "proactive communication" or "problem-solving," reinforcing the behaviors you want to see.
The same way you would give feedback to an Employee.
But there is a change of power. Remember your employees experience the same feeling. So how would you like to receive feedback and use the same model towards your manager.
Both are valuable, depending on the person. The Peaky method teaches you to know your people well enough to tailor your approach, but it also provides a simple way to recognize both publicly and privately.
You can't make them take it seriously, but you can change your approach. You can try a new method by focusing on small, daily behaviors and offering consistent, positive reinforcement for even small improvements.
You separate the topic from the person. Using Peaky principles, you can frame the conversation around the impact of a specific behavior, rather than making it a personal attack.
You model the behavior first. Once your team sees how easy and impactful it is to use the Peaky Feedback & Recognition module, they will be more likely to adopt the habit themselves.