TL;DR: If you decide you need a process, keep it very simple. If your company is small, trust that you likely already have a pretty good idea of how any one per

TL;DR: If you decide you need a process, keep it very simple. If your company is small, trust that you likely already have a pretty good idea of how any one person is contributing. The faster and larger you grow the less likely this is. Either way, it can often help to make these thoughts and conversations accessible somewhere, especially when you want to recognize someone for their achievements. In a 20 person company we focus only on 360 Feedback as needed throughout the year and set quarterly Objectives, while having regular 1:1 meetings. Through our own personal experience, we've learned to keep it as simple as possible. Using only three questions during 360's (What did you do well? What could you improve on? and Is there anything else you would like to mention?) - we show the author of the feedback, but many also keep the author anonymous. It's personal preference, there are pros and cons to both. Objectives make it easier to align with others and observe your team's progress over time. Regularly updating these saves a lot of energy when providing feedback to others if/when they're asked to provide more formal feedback. If feedback is actionable it's more likely to be useful and the smaller the company the more informal you should make the process. Small teams often already know what needs to improve intuitively, but it can help to record this somewhere so you remain aware of what you're working towards. Most important though is recognizing and celebrating the successes of your team. It feels good to be appreciated for the work you do and encourages you to do more. Disclaimer: I'm a developer for Small Improvements, a feedback tool. We work specifically with startups and medium-size businesses.