How to Ask for Feedback in Workday

Workday can let employees request feedback from colleagues as part of performance or development activities. A clear request helps the other person understand what to comment on and gives you feedback you can act on. Before starting, check whether your employer uses Workday’s feedback feature and whether a review cycle or other process is currently open.

What You’ll Need

Access to your organisation’s Workday account.
The name of the colleague you want feedback from. Make sure they are an appropriate person to comment on the work or skill in question.
A specific project, task, skill, or period you want them to consider.
If applicable, an open performance or feedback process. Some organisations restrict requests to certain cycles or configure the feature differently.

Step-by-Step

Sign in to Workday. Open your organisation’s Workday site or app and sign in using your normal work credentials. If you cannot access your account, use your organisation’s approved account-recovery process or contact its support team.
Open the feedback area. Look for a task, menu, or section named something like “Feedback,” “Performance,” or “My Team.” You may also find a feedback request through the search bar or your Workday inbox. Menu names and paths may differ slightly by version and by employer configuration, so use the options available in your account rather than relying on an exact path.
Choose the request option. Select an action such as “Request Feedback” or “Get Feedback,” if it is available. Read the page carefully: some Workday setups distinguish between requesting feedback for yourself and giving feedback about another person. Choose the action that asks someone to provide input about you.
Select the right colleague. Search for and choose the person who has directly observed the relevant work. Check that the selected name is correct, especially if search results include people with similar names. If the system asks for a relationship or context, provide the most accurate option.
Describe what you want feedback on. Add a short, focused prompt. For example: “Could you share feedback on how I communicated project updates and handled follow-up during the launch?” Mention the work or timeframe so the recipient can recall specific examples. Avoid asking for broad feedback about everything you do.
Review visibility and any other fields. Check whether Workday indicates who can see the feedback, whether a due date is required, and whether the request is connected to a performance review. Complete only the fields shown in your organisation’s form. Do not assume feedback is confidential or visible only to you; ask your manager or HR contact if the display rules are unclear.
Send the request and confirm it went through. Review the recipient and prompt, then select the available submit or send button. Look for a confirmation message, a new item in your inbox, or a request status in the feedback area. If you do not see confirmation, check for an error before submitting again to avoid sending duplicates.

Common Mistakes

Choosing someone without relevant context: A colleague who did not work with you on the task may have little useful detail to share. Select someone who observed the work directly.
Using a vague prompt: “Any feedback?” can be difficult to answer. Ask about a particular skill, deliverable, or situation instead.
Requesting feedback too late: If the work was recent, the recipient is more likely to remember examples. Make the request while the context is still clear, and allow reasonable time for a response.
Assuming every organisation uses the same Workday features: Employers can configure menus, fields, and access differently. A missing option does not necessarily mean you are looking in the wrong place.
Sending without checking the recipient or visibility: Confirm the person’s name and review any notice about who can see the response before submitting.

Tips

Keep the request easy to answer. One or two focused questions are usually more useful than a long list. Ask for an example as well as an opinion, such as what worked well and what you could improve next time.
Give enough context. Name the project or interaction and explain your role. Avoid including confidential details that the recipient does not need.
Ask at a considerate time. If there is no system deadline, let the person know when you hope to receive feedback and check that the timing is reasonable.
Follow up outside Workday when appropriate. A brief, polite message can explain why you chose them and what you hope to learn. Do not pressure them to give a particular answer.
Use the feedback. Thank the colleague, consider the examples they provide, and identify one practical action to take. If the form allows a response, keep it professional and constructive.

Troubleshooting

I can’t find a feedback option

Try Workday search and check your inbox, profile, or performance-related area for a relevant task. If the option still does not appear, your employer may have disabled it, limited it to a particular cycle, or placed it under a different label. Ask your manager, HR contact, or internal Workday support team where to make the request.

The colleague does not appear in search

Check the spelling and try the person’s full name or another search term. If they still do not appear, your organisation may limit who can be selected, or their account may not be available for this process. Ask your Workday support contact about the allowed selection process rather than choosing someone else without checking.

The form will not submit

Review required fields, recipient selection, and any character or date limits shown on the page. If an error message appears, follow its instructions. You can also refresh the page or sign out and back in, but first note your prompt so you do not lose it. If the issue continues, contact internal support and include the error text without sharing sensitive information.

The recipient has not responded

Check the request status, if your Workday setup displays one, and allow a reasonable amount of time. Send a courteous reminder through an appropriate work channel. If the feedback is needed for a deadline, ask your manager or HR contact what alternative process to use.

I’m unsure who can see the feedback

Read any privacy or visibility notice attached to the request. If it does not answer your question, pause before submitting and ask your manager or HR contact how feedback is stored and shared in your organisation’s setup.

Frequently Asked Questions

Can I ask for feedback from anyone in Workday?

Not necessarily. Your employer may restrict requests to colleagues in certain teams, reporting relationships, or performance processes. Choose someone with relevant firsthand knowledge and follow any selection rules shown.

Is asking for feedback the same as starting a performance review?

No. A feedback request may be a separate feature, though some organisations connect it to a review cycle. Check the form and any instructions before sending so you know what process you are using.

Can I edit or cancel a request after sending it?

That depends on your organisation’s Workday configuration and the request’s status. Open the request or feedback area and look for available actions. If none are shown, ask your internal support team rather than sending a duplicate.

Will the feedback be anonymous?

Do not assume it will be. Visibility and attribution depend on your employer’s settings and the specific process. Read the notice on the request form or confirm the rules with HR before proceeding.

What should I write in the request?

Identify the work and ask a focused question. For instance, ask what the colleague noticed about your collaboration on a specific task and what one change could make your next handoff clearer.

Can I request feedback outside a review cycle?

Some organisations allow ongoing requests; others make the feature available only during designated periods. If the request option is unavailable, ask your manager or HR contact whether there is another approved way to collect feedback.

Sources: Workday Help. Menus and buttons can differ slightly by version. Spotted something out of date? Tell us.