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What are the most effective feedback techniques for your peers?

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Feedback is a crucial element of performance management, as it helps your peers improve their skills, align their goals, and overcome their challenges. However, not all feedback is equally effective, and some techniques can actually backfire or damage your relationship with your colleagues. In this article, you will learn about the most effective feedback techniques for your peers, and how to apply them in different situations.

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1 Why feedback matters

Feedback is not only a way to correct mistakes or praise achievements, but also a way to foster a culture of learning, collaboration, and trust among your peers. Feedback can help your peers understand their strengths and weaknesses, identify their areas of development, and set realistic and meaningful goals. Feedback can also motivate your peers to perform better, as they feel valued, supported, and recognized for their efforts. Moreover, feedback can enhance your communication and rapport with your peers, as you show them that you care about their growth and success.

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Dante Agtuca Sarvida

Project Manager - MEPFS with 32 years of solid experience in STP, Civil & Infrastructure, Bulk Water Supply-WTP, Power Plant, Oil & Gas, Petrochemical, University, Hypermarket, Industrial, Mfg. and Pharmaceutical
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*Assume good intent *Review regularly *Come prepared *Learn the other person's style *Get to the point Happy Holiday! Merry Christmas, to everyone!

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2 How to give feedback

When giving feedback to your peers, it's important to consider the purpose, timing, frequency, tone, and format. As a general guideline, be specific and constructive; provide concrete examples and suggestions for improvement without personal or emotional judgments. Make sure to be timely and frequent; give feedback as soon as possible after the event or situation and don't wait for formal reviews or meetings. Keep your feedback positive and balanced; recognize achievements and efforts while avoiding negative language or tone. Respect and empathy are also key; consider feelings and perspectives, ask for input, listen actively, acknowledge challenges, and offer support. Finally, be clear and concise; use simple language without jargon or ambiguity, state your feedback briefly, summarize main points, and check for understanding.

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Katie Ceccarini, CPCC, PCC

Driving business results through manager training & 1:1 leadership coaching. Certified Executive Coach | Facilitator | Cowgirl | Triathlete | Mom
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The biggest barrier to giving feedback to peers is how to kickstart the conversation. Reframe it in your mind...you have an offer of information that will help them be their best. Or, you have information that will make their life easier. Mentally reframing makes it easier to even approach the conversation. Next, your transition matters. Most people have a sense of dread when they hear, "can I give you some feedback?" Instead, send a message of good intent, focus on them, and ask permission: "I have a few ideas that I think could make your life easier as you're approaching this project. Do you have a few minutes to connect?" A deliberate transition lowers defenses and enables more openness in a conversation.

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Jennifer Ogden, MHR/LR, SPHR

Vice President Human Resources and Organizational Development at Evernorth
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I always liked the trick of looking at all sides: Stand as if you are facing the person you would like to give feedback to. What would you say? How would you say it? Then step to the other side as if you were facing yourself. How would you hear it? What would you say back? What could their perspective be? How would it be different? Then step to the side as if you were facing both on either side. What does the feedback look like from this perspective? How does it feel to watch it being delivered? What is the perceived response? A good exercise to go through before giving tough feedback.

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3 How to receive feedback

Receiving feedback is as important as giving feedback, as it helps you learn from your peers, improve your performance, and strengthen your relationship with them. However, receiving feedback can be a challenge, as you may feel defensive, offended, or discouraged by some comments or criticisms. To make the most of feedback from your peers, it's important to be open and receptive to their comments. Avoid dismissing or ignoring feedback and don't take it personally. Show appreciation and gratitude for the feedback and thank your peers for their honesty. When processing the feedback, take some time to understand it without reacting or responding immediately. Ask questions and seek clarification, and reflect on the implications of the feedback. Additionally, don't wait for feedback; seek it actively and regularly. Ask for specific and constructive feedback on both strengths and weaknesses. Follow up on the feedback and show progress and results. Finally, take responsibility for your performance without blaming others or making excuses.

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Katie Ceccarini, CPCC, PCC

Driving business results through manager training & 1:1 leadership coaching. Certified Executive Coach | Facilitator | Cowgirl | Triathlete | Mom
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A great structure for receiving feedback is this: Thank Own Ask Thank them for sharing. Own how you're feeling/reacting. Ask for what you need. It might sound like this: "Thank you for letting me know where I fell short. I also want to own up to feeling disappointed in myself and a bit frustrated. Can you give me just a minute to take a breather and then I want to hear more?"

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4 How to adapt feedback

Adapting feedback is a skill that allows you to customize your feedback to the needs, preferences, and situations of your peers. Doing so can improve the effectiveness and impact of your feedback, as you can prevent misunderstandings, conflicts, or resistance. When adapting your feedback to your peers, consider their personality, culture, and situation. For example, different personality types may have different reactions and responses to feedback; different cultural backgrounds may have different norms and expectations for feedback; and different situations may require different approaches and methods for feedback. You can use tools like the Myers-Briggs Type Indicator (MBTI) or the DiSC model to understand your peers' personality traits and styles; cultural awareness and sensitivity, such as the Hofstede's cultural dimensions or the Trompenaars' cultural model to understand your peers' cultural values and orientations; and situational awareness and flexibility, such as the Situational Leadership model or the Feedback Matrix to understand the context and dynamics of your feedback.

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5 How to measure feedback

Measuring feedback is a way to evaluate the effectiveness and outcomes of your feedback, and to identify areas of improvement and enhancement for your feedback. This can help you and your peers track performance, monitor progress, and celebrate achievements. To measure feedback from your peers, you can use SMART goals to set clear and realistic expectations and standards for your feedback, as well as review and revise it. You can also use feedback surveys to collect quantitative and qualitative data on your feedback, as well as solicit suggestions for improvement. Additionally, you can use feedback sessions to share and compare your feedback, address any issues or conflicts, and reinforce and acknowledge it.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Tushar Mishra

Human Resource Business Partner ||Driving HR strategies for business growth
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Active Listening, Clear Communication, Emotional Intelligence, Conflict Resolution, and Open-Mindedness are foundational. Explore actionable approaches for skill enhancement, emphasizing Reflective Listening, Feedback Training Workshops, Feedback Rotation Initiatives, Technology-Assisted Tools, Appreciative Inquiry, and Storytelling Feedback. These strategies offer a practical toolkit, fostering collaboration and personal growth.

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Iyetule A.

Corporate Performance Management Professional | Creates tailored performance solutions for better business results
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Traditional feedback methods tend to emphasize praise and constructive criticism. However, a more effective approach for peers involves encouraging a culture of open dialogue and continuous improvement. Instead of periodic reviews, encourage real-time, specific feedback that emphasizes collaboration, highlights strengths, and promotes proactive problem-solving. Shift from a top-down model to a peer-driven feedback loop, empowering individuals to drive their own development through ongoing conversations and shared accountability.

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Shady Ahmed Shehab

Talent Management Manager @ Elaraby Group | Performance Management | Talent Development | Competency Assessor | Succession Planning | HR Business Partner | SAP SuccessFactors
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Be careful! Some feedback techniques may need to be adapted based on cultural differences, as what is considered constructive in one culture might be perceived differently in another. Despite efforts to provide a constructive criticism, peers might misinterpret feedback, leading to misunderstandings or strained relationships.

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What are the most effective feedback techniques for your peers?

1

2

3

4

5

6

1 Why feedback matters

2 How to give feedback

3 How to receive feedback

4 How to adapt feedback

5 How to measure feedback

6 Here’s what else to consider

Performance Management

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What are the most effective feedback techniques for your peers?

1

2

3

4

5

6

1 Why feedback matters

2 How to give feedback

3 How to receive feedback

4 How to adapt feedback

5 How to measure feedback

6 Here’s what else to consider

Performance Management

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