1. Go to Kudos settings.
2. Go to the Slack channel configuration pane.
3. Open the Select Slack Channel dropdown.
4. Choose the channel where you want kudos to post.

Note: The channel dropdown only becomes available once Slack is connected. If it's still locked, double-check that the Slack connection finished successfully.

You can also turn on the toggle so that kudos can't be sent without tagging a company value making recognition tags mandatory.

Once Kudos is set up, workers and managers can find it under Engage → Kudos.

• The Company feed tab shows kudos shared across the company, visible to everyone regardless of role.
• Managers have an additional Your team view under the Company feed. It lets them filter all recognition received by their reports.
• My space is tied to individual worker profiles. It shows the kudos an individual has received and given, with filters by value and date range.

Tip: Explore an interactive product tutorial of Kudos.

1. Pick a recipient.
2. Write the note.
3. Define visibility settings.
4. Submit it.

The status goes straight to Submitted.

1. Pick who you want feedback from.
2. Set a due date (optional).
3. Add notes for the request (optional).
4. Define visibility settings.
5. Send the request.

Managers can request feedback for themselves or for their reports. Asking for feedback about a report is useful for managers gathering input ahead of that person's performance review. The manager request form is identical to the individual one.

Once Instant feedback is turned on, workers and managers can find it under Engage → Instant feedback.

• Give feedback and Request feedback buttons sit at the top of the page. Give feedback lets someone send feedback directly to a colleague. Request feedback lets them ask someone else for it. For managers, Request feedback opens a choice between For myself and For reports. It then asks who the feedback should come from and lets the requester optionally set a due date.
• Feedback given, Feedback received, and Team feedback tabs each show a live count. Feedback given and Feedback received show an individual's own activity. Team feedback only shows up for managers, and covers feedback across the people they manage.
• Filters differ slightly by tab. Feedback given and Feedback received offer a search bar plus Status and Duration filters. Team feedback adds a third filter, Report, so a manager can narrow the list to one direct report.
• Cards and List show the same data in two layouts. Configure columns controls what appears in List view, and a fullscreen icon expands the view.

In List view, the columns are Feedback receiver, Visibility, Status, Feedback, Requested on, Submitted on, Due date, and Actions.

Admins see a different framing, subtitled "Review feedback from within your organization," in place of the Given/Received/Team tabs. Instead, they get one organization-wide list they can filter by Feedback receiver, Feedback giver, and Status.

The same Cards/List toggle and Configure columns option carry over from the employee and manager view. In List view, the columns are Feedback receiver, Feedback giver, Status, Feedback, Requested on, Submitted on, Due date, and Requested by. There's also a View action button for each piece of feedback in the list.

Note: This view doesn't show Visibility as its own column, since admins can see all instant feedback shared in the organization.

Subject: Introducing Kudos: a new way to recognize great work

Hi team,

We've turned on Kudos in Deel, a new way to recognize great work right where we already collaborate.

Starting today, you can:

• Give kudos to a teammate for work that made a difference.
• Tag the company value behind it, so we can see what we're celebrating.
• See kudos show up in Deel under Engage → Kudos, and in #[channel] on Slack.

You can give kudos two ways. In Deel, click Give kudos under Engage → Kudos, tag who you want to recognize, add your note, and tag a company value. In Slack, open the Deel app, go to the Home tab, and click Give Kudos.

Take a minute this week to recognize someone. It only takes a few seconds and it goes a long way.

Subject: Introducing Instant feedback: feedback that doesn't wait for review season

Hi team,

We've turned on Instant feedback in Deel, a quick way to give or ask for feedback anytime, without waiting for a formal review.

Starting today, you can:

• Give feedback to a peer, manager, or another team, right when it's relevant.
• Request feedback from someone whose perspective you want.
• Do it from Deel, or directly in Slack.

You can use Instant feedback two ways. In Deel, go to Engage → Instant feedback and click Give feedback or Request feedback. In Slack, open the Deel app, go to the Home tab, and use the same buttons there.

Instant feedback builds a running record that carries into your next review cycle, so good work (and the feedback you gave along the way) doesn't get lost between cycles.

Try it out. The next time someone does something well, or you want their take on your work, send them a quick note through Instant feedback.

Kudos is built for quick, public recognition. It's a lightweight way to celebrate a specific moment, tag the company value behind it, and let the rest of the company see it in the feed. There's no due date and no request flow.

Instant feedback is built for documented, actionable input. It can be given directly or requested (including a manager requesting it about a direct report), carries a visibility setting of Public or Private, and builds a running record that surfaces later in review cycles and in the AI summary when a formal review is written.

As a rule of thumb: reach for Kudos to celebrate a win in the moment. Reach for Instant feedback when you want that input to be more specific, actionable, or carried forward into someone's next review. Kudos isn't in the context panel yet, but that's planned too.

The two modules are built for different moments, and they're more useful together than either is alone.

Reviews is for running structured, scheduled processes. It runs on a defined cycle (quarterly, bi-annually, or annually) with configurable feedback types, anonymity settings, rating scales, calibration steps, and formal analytics (9-box, skills matrices, radar charts). It's designed for a thorough evaluation of performance against role expectations, goals, or competencies. It requires coordination, preparation, and time.

Instant feedback is none of those things by design. It's asynchronous, unscheduled, and frictionless. Anyone can give or request specific input at any point (after a project wraps, when something goes well, when a collaborator's perspective matters) without opening a cycle or involving HR.

How they work together: The distinction matters most at review time. When a manager sits down to write a formal review in Engage, all the instant feedback the reviewee received during that review period surfaces automatically in the context panel. The informal observations, coaching moments, and peer input that accumulated throughout the year are already there, organized, searchable, and ready to inform the evaluation.

That means:

• Reviews become more accurate, because they reflect what actually happened across the year, not just what the manager remembers from the last few weeks.
• Managers spend less time reconstructing context and more time having a meaningful conversation.
• Workers experience review outcomes as fair, because the evidence behind them was built continuously, not assembled under pressure.