Peer feedback focuses on the individual. The principle here is more similar to executive or 360° feedback. Here, a team member asks his or her colleagues for feedback. They can give feedback at eye level and thus supplement the manager’s assessment in the appraisal interview, for example. Peer feedback usually identifies additional strengths and development potential that would otherwise remain undiscovered. It’s essential that colleagues can give their feedback anonymously.
To make the team member’s development even more individualized, peer feedback can be used on an occasion-specific basis. Although the design effort is higher here, an individual questionnaire also enables more precise feedback. But it can also be used as a regular feedback process with comprehensive questionnaires as a useful approach to the further development of team members. Peer feedback can also be requested in a self-directed manner by the respective team member. This has the advantage that the person is willing to make changes and accept the feedback.
Key facts
– The individual is the focus
– Feedback is self-directed by employees
– Employee asks his colleagues for an evaluation
– Feedback recipient is on the same level as the
Feedback provider
Beware of confusion with team feedback
Peer feedback is often confused with the similar-sounding team feedback
although they are two completely different feedback instruments.
two completely different feedback instruments. In this magazine article, we explain exactly where the differences lie.