Team Handbook
Search…
⌃K

Peer -Peer Feedback

Frequency: Every month, 15 mins max.
Feedback is an important and necessary part of everyone’s career, whether you are at your first job or have been CEO for many years. Feedback is something which helps you to know what improvement or changes need to be done to better your performance. Feedback from peers is not only critical in identifying your strengths and weaknesses but also provides you with opportunities to grow and a better understanding of your roles. It often results in improved communication and a better understanding of expectations between team members.
Peer feedback is designed to provide broader pictures of team members and how they work with others. It is designed to help each team members to set goals related to their interpersonal and professional skills in the workplace based on these.
The goal of peer feedback is to provide a clear picture of a team’s performance from inside out and to create a team culture and spirit of positive reinforcement.

Few tips while sharing the peer-to-peer feedback

  • It is essential for all to share your feedback with your peer. This will reflect your interest in company activities and will help your peer to work on their overall development.
  • Your feedback should help others’ performance and not hinder it. Try giving your feedback in a way that will help your peer improve.
  • Don’t share your feedback with harsh words or by pointing out mistakes. If you think that your peer is doing mistakes in their work try helping them with suggestions.
  • You may suggest your peer innovative and feasible ways to improve their performance.
  • Think your peer not as an individual but as a part of your team so that increase in his/her performance will increase the overall performance of the team.
  • Peer to peer feedback is not about corrective behaviour but it also includes appreciating your peer on doing something good.
  • The language used during sharing feedback should always be polite and shouldn’t offend your peer. Same goes for the receiver who should understand that reviews are nothing personal but simply meant to improve their performance.
  • Both sender and receiver shouldn’t take their feedback personal. Peer-Peer feedback is all about improving performance and increasing interaction between colleagues.
  • Peer-Peer feedback is to improve both technical and professional skills.

Procedure

  • On #FunFriday, peer-peer meetings will be conducted. In case of a holiday the session will be adjusted.
  • You have to share your feedback with every team member that you have worked with in that month. Try your best to wrap one peer-peer meeting with in 15 mins.
  • You have to make sure that you share and also receive feedback from all your peers.
  • With in Two (2) days before the session date everyone has to share names of their peer via Slack on #peer-peer channel.
  • The feedback session will be conducted after lunch and will be either indoor or outdoor.
  • It is mandatory for everyone to be present on that day.
  • It will be ensured by the HR that everyone’s feedback is successfully completed.
  • It is expected from everyone to come prepare for Peer-Peer Feedback. Below our some template question you can use as ice breaker and

Template Icebreakers you can include in your session:

Peer-Peer Meetings
  • What do you enjoy most about working here?
  • What do you enjoy most about the specific role that you do?
  • What is currently going well (and why)?
  • What is not currently going well (and why)?
  • If you could only change one thing, what would it be?
  • What are your expectations of me as your peer?
  • What are your ambitions? Where do you see yourself in the next year/3 years/5 years?
  • What should I know about you and how you like to work that will help us work well together?