How to Provide Effective Peer-to-Peer Feedback

November 18, 2019
How to Provide Effective Peer-to-Peer Feedback

A lot of employees are struggling when it comes to giving the feedback about their colleagues, and that is totally understandable. They usually get worried about how their feedback will be seen, and they tend to avoid having the tension in a close working relationship. This process can be a big source of anxiety for a lot of people out there. 

So, how to give an effective peer to peer feedback? You don’t have to worry about that anymore because we are here to put your mind at ease.

Keep a Positive Mindset

The main thing to remember when you are getting or providing the feedback is that its main purpose is to help the other. Feedback should never be seen or considered as a personal attack. Feedback is either always delivered or written with the positive intentions to help you improve yourself at whatever you are currently working on.

Provide Feedback as Often as Possible

Another great way to minimize the stress over the feedback is to make it a normal part of your weekly cycle. By doing this, you are providing constructive feedback that will get a fast response while the work projects, problems or the events are still fresh.

Also, you should try to celebrate the success and acknowledge the good work of your colleagues. This act will inspire them with confidence while they are being provided with a positive feedback.

Provide Precise and Actionable Feedback

If you want to get the actual results out of your feedback, you should step right into the effective criticism. Another way to provide positive criticism is to highlight a person's current strengths and how it can help him resolve a problem that he is currently facing, and if possible, always try to provide the steps for the improvement. 

For example, instead of saying "You should be much faster when finishing your projects on time,” the feedback receiver would be much more productive with the following approach "It would be really helpful if you could provide a weekly progress updates of your project so that we can provide you with extra support as the deadline is getting closer."

Pay more attention to the problems and not to the people causing them

You should always keep the following in your mind; constructive criticism should never feel like a personal attack. In order to avoid the defensive attitude, keep focusing on your colleague's work and not their personality, keep these two apart. 

Making comments in passive voice can help you a lot with this, so rather than saying to someone "You have failed to provide enough information in this presentation," you could say instead, "This presentation would be more convincing if you implemented more data in it."


Always try to get the best out of your performance reviews by building your mindset towards the path of the feedback. Rather than setting up a defensive attitude, try to look at the feedback as something that will help improve both of your personal and professional skills. 

Contact us
Employee Recognition, Service Awards, Retirement Awards;
Let's get Started!

How can we help you ?
Williams Recognition Ltd.

sales offices:

Phone: 1.819.562.1254
Toll free: 1.877.562.6501
Facebook Linked In Twitter
About UsProgramsFAQ
© 2018 Williams Recognition - All Rights Reserved.     | is a sister company of Williams Recognition | Web Design by Adeo