Collecting quality feedback from relevant peers
Problem
Peer feedback process is often seen as a burdensome administrative task that lacks transparency and context, which results in low-quality, generic feedback and makes the feedback less useful for the employee.
Solution
- •Consulting with the employees to prepare relevant and personalised peer feedback questions beforehand. The questions would be tailored to specific things the employee wants detailed feedback for.
- •Encouraging the employee to point out peer reviewers for themselves to get more relevant, higher-quality feedback. The guiding principle would be - “Who’s opinion I value and who’s feedback would help me grow?”
- •Reframing the role of the manager from a manager to a facilitator and researcher, with focus on identifying precise and relevant feedback.
- •Scheduling short meetings for the manager to collect feedback in person. Possible combining with a coffee talk or a lunch break.
- •Having a peer feedback session where manager would guide the conversation and clarify feedback, rather than just reading it out to the employee.