As part of a team or organization, giving feedback is an integral part of providing constructive criticism and fostering a culture of growth and development. However, giving and receiving feedback can be daunting, especially when it involves discussing areas of improvement with peers or colleagues. In this blog, we will provide practical tips on how to provide effective peer review feedback, as well as valuable insights into delivering meaningful and constructive conversations using real-life examples.
There are a few common areas people flub when giving feedback to a peer or colleague. Let's go over these first to set some basic, best-practice ground rules.
Being specific when giving feedback is essential because it provides clarity and enables the recipient to understand exactly what aspects of their performance or behavior need improvement or reinforcement. Try to leave little room for ambiguity. Specific feedback should allow the person to focus their effort.
Concise feedback is almost always better. Be clear and don't dilute the point with extraneous information or softening. Concentrate the feedback on the most critical aspects that need attention. Be respectful of their time by only delivering the most succinct and targeted info.
Timely feedback is based on recent events or observations. This keeps the details top of mind for both parties. Delivering constructive feedback promptly ensures that it is still relevant and applicable, gives ample time for course correction, and can prevent any necessary escalation. Delivering positive feedback promptly can create a powerful connection between those actions and the desired outcome. Remember, feedback ages like milk.
Peer review feedback, in particular, should be delivered tastefully. Generally, you're not in a position to tell the other party what they must do or who they need to be as an employee; instead, you're in a position of suggesting change based on observation. Acknowledging someones key strengths whilst delivering feedback shows you have a balanced perspective on their work. It helps create a constructive atmosphere with trust and psychological safety, which generally makes individuals more receptive to feedback.
Use "I" statements to take ownership of your perspective and to avoid sounding accusatory. Be sure to engage in active listening regarding feedback. Above all, put yourself in their shoes. Consider their perspective and reflect on how the might feel receiving the feedback. This will help you approach the conversation with the proper mindset.
It should go without saying, but do not make it personal by attacking the other person or their character. Instead, focus on the work that was done and give specific and concise examples. Events and emotions outside of the professional environment should not make their way into the conversation.
It is important not to make assumptions when giving feedback to your peers. Avoid any assumptions without direct observation. It is better to stick with what you have seen and heard directly in order to give helpful feedback.
It is important to keep peer feedback confidential. That means not discussing it with other people unless you've agreed with your peer to do so. Trust is a key fundamental precursor for delivering and receiving feedback. Don't lose trust by sharing feedback outside of the appropriate bounds.
Applicable examples are always a bit tough. Feedback is almost entirely dependent on the person and situation. Nevertheless, here are some examples of feedback that represent the above best practices:
Giving feedback is crucial in fostering a culture of growth and development in any professional environment. Consistent feedback processes can lead to significant improvements in team performance. By using these practical tips and examples, you can improve your feedback delivery and create an environment of openness and continued learning. Be sure to understand all of the employee feedback tools available at your organization and use them to your benefit.
.png){kind=small}
The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.
A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!
Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.
.png){kind=small}
