Giving feedback to your peers examples


Most people know that feedback is important. It helps us to see ourselves from other people perspective, identify what skills to work on, receive recognition for what we did good and what we can improve. Feedback given in the wrong way can demoralize or hurt other people. Even though it was done with the best intentions in mind. In one of the previous articles, I have shared how we implemented feedback sharing culture inside the organization.


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WATCH RELATED VIDEO: Constructive Feedback for Managers: Giving Feedback Effectively

Constructive feedback


Regardless of your role, level, or industry, at some point in your career, you'll most likely need to know how to give constructive feedback in the workplace. While this is especially true if you manage others , you might also be called on to give this feedback to peers or team members when working on projects with multiple contributors to ensure that the group's output is ultimately successful.

However, giving constructive criticism can be easier said than done - it's something that many people find challenging, and can be tricky to do well. Here are some of the top ways to give constructive feedback in a productive, respectful way. If you are working with someone regularly and know you will at some point need to give feedback to them, whether as part of your job duties as a manager or supervisor or simply due to the nature of your work together as team members or colleagues , it's important to establish an open, trusting relationship with them.

Having a baseline of trust will help set the tone of your future conversations, and will both help you deliver your feedback, and help them accept it and put your suggestions to use. It's very difficult to accept feedback or criticism from someone you do not trust to have your best interests at heart - you want the receiver to truly know that, first and foremost, you recognize their abilities, believe in their potential, and appreciate their work.

This means they'll be more likely to view your feedback as constructive, and will further open communication channels to make this kind of exchange even easier and more productive in the future. When giving constructive criticism, it's important to make sure you're presenting a balanced perspective, whether your feedback is ultimately positive or negative.

This is more obvious when it comes to negative feedback - while you shouldn't have to feel like you must paint a picture that's different from the reality of the situation, especially if you have major concerns about the work or behaviors being discussed, it's helpful to be able to point out some positives in that person's attitude or output.

For example, if a specific project doesn't meet your expectations, you could frame the conversation by saying how you've been impressed with the individual's work in the past, which is why you know that this deliverable could be improved. Again, you want to be truthful - don't mislead someone into thinking their performance is better than it actually is - but giving someone a few positives to help motivate them can go a long way. When it comes to positive constructive criticism, you want to make sure that you give the person you're addressing some things to think about or work on, to help them feel like they still have room to grow and surpass expectations.

If a piece of work is excellent, simply providing a few suggestions, such as "have you thought about adding in information about X? You should also tell them what it was about the work that was so good - be specific! High-performing individuals tend to like having goals to strive for, so simply telling someone something is great without giving them something new to work towards or what elements they can focus on replicating in the future can be frustrating for them.

Don't assign meaning or intent to someone else's actions until you've had a chance to hear what they have to say. Present issues as things you are observing, and give them the opportunity to explain their perspective. One of the best ways to give constructive feedback is to focus on specifics.

Telling someone that their work needs improvement, but not giving details on what exactly is lacking or how it might be fixed, isn't helpful to anyone - the individual won't know what you're looking for, so they'll be frustrated and you most likely will not get the results you hoped for. Again, bringing in both positives and negatives can be key here. For example, telling someone that the structure of their presentation is strong, but is missing key information on a specific topic is a good way to help someone feel good about what they've done so far, and give them the specific instruction they need to bring it up to par.

This goes for positive feedback, too: instead of just saying "great job" or "nice work," give a meaningful compliment that shows that you really took the time to observe their work and that you truly appreciate their contribution. Whenever possible, it is almost always better to deliver constructive criticism in face-to-face meetings rather than via email, instant messenger, or phone. All of these technologies, while useful in other situations, are much more open to misinterpretation, because they eliminate important context such as vocal tone, body language, and emotional inflection such as humor or concern.

It's easy to read negativity into a statement that was meant as neutral, or to dismiss the importance of an issue that has serious consequences, when you're not talking in-person. Face-to-face conversations also are more dynamic, as both parties can ask questions and dig deeper into the issues at hand.

When giving constructive criticism, it's important to remember to distinguish a person from their actions. Focus on the issue at hand, whether it's a pattern or performance on a specific project, without making broader claims about who they are for example, telling someone that you noticed some errors in a recent report, so they should take the time to proofread their work going forward versus telling them that they lack attention to detail or are a careless writer. If it feels like a personal attack, the individual will be more likely to shut down and lose trust in you than to listen to what you have to say.

Obviously, frequency will vary depending on how much interaction you have with the individual you are giving constructive criticism to, but making feedback a regular part of your conversations and meetings will go a long way. That means that you will both be on the same page in terms of expectations and performance, and that when something more significant comes up performance-wise, you'll be better prepared to deliver the necessary feedback, and they'll be better prepared to receive it.

Don't let days or weeks pass by before you give someone feedback on their work, especially when it comes to a specific project. You want the work to be fresh in both their minds and yours, so that the conversation will be relevant and actionable, and any context such as challenges that came up during the work, what the process looked like, and ideas that emerged for future work will still be top of mind.

Sonya has extensive experience in writing, content marketing, and editing for mission-driven businesses and non-profit organizations, and holds a bachelor's degree in English with a focus on creative writing from St. Lawrence University. Champlain College will not share or sell personal information. Submitting this form constitutes your express written consent to agree to receive e-mails, texts, and phone messages from Champlain College at the phone number s and email address provided in this form.

Skip to main site navigation Skip to main content. How to Give Constructive Feedback in the Workplace. Sonya Krakoff. Giving Constructive Feedback Establish Trust If you are working with someone regularly and know you will at some point need to give feedback to them, whether as part of your job duties as a manager or supervisor or simply due to the nature of your work together as team members or colleagues , it's important to establish an open, trusting relationship with them.

Balance the Positive and the Negative When giving constructive criticism, it's important to make sure you're presenting a balanced perspective, whether your feedback is ultimately positive or negative.

Observe, Don't Interpret Don't assign meaning or intent to someone else's actions until you've had a chance to hear what they have to say. Be Specific One of the best ways to give constructive feedback is to focus on specifics. Talk Face-to-Face Whenever possible, it is almost always better to deliver constructive criticism in face-to-face meetings rather than via email, instant messenger, or phone.

Don't Make it Personal When giving constructive criticism, it's important to remember to distinguish a person from their actions. Provide Feedback Consistently Obviously, frequency will vary depending on how much interaction you have with the individual you are giving constructive criticism to, but making feedback a regular part of your conversations and meetings will go a long way.

Be Timely Don't let days or weeks pass by before you give someone feedback on their work, especially when it comes to a specific project. You May Also Like. Explore Our Stories. Blog Topics. Online Student Stories: Brandis R. Download Program Guide Learn what you can expect from our online master's in executive leadership program. First Name. Last Name. Mobile Phone. Copley Health Systems Inc. Other Organization Name. Udall and Stewart L. AbilityOne Commission U. Access Board U. Air Force U.

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Employee Performance Management

Added MatterApp to Slack. Team of At first, people said they didn't really need it. Within two days everyone was sending Kudos.

Restate the feedback to ensure clear communication. Suggest an alternative behavior when providing improvement information. Provide feedback on things.

5 Reasons Why Feedback is Important

Peer-to-peer feedback creates a culture of shared responsibility, self-organization, teamwork, employee engagement, and accountability. However, without mutual trust, specificity, and positive intention, this form of feedback can be challenging. The following are 4 ways that OKRs can lay the foundation for a culture of effective and positive peer-to-peer feedback. OKRs outline the goals of the team. Each workday comes with its own set of challenges and no two days are the same. However, it is easier to hold others accountable to their roles within a team when there is a shared mission and a clear set of goals to follow and track. The Objective and Key Results framework , which encourages everyone to publicly post their OKRs, places everyone at the same starting line, offering a transparent way to communicate high-level priorities and goals referred to as objectives as well as clear action items or tactics to achieving each objective key results. Providing feedback is a more streamlined experience when you can evaluate whether or not the objective was accomplished and dig further to discuss why or why not.


Peer-assessment & self-evaluation

giving feedback to your peers examples

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Back to blog. Giving and receiving feedback is an essential ingredient for the long-term success of any organization… or any relationship for that matter.

How to give constructive feedback to your manager and coworkers

Giving and receiving peer feedback is a powerful learning tool. It enhances student engagement and performance , but only if done correctly. Feedback needs to be specific, organized, and actionable to work. Feedback rubrics encourage better peer feedback by guiding students through the evaluation process. As a result, both students benefit: the reviewer engages more deeply with the work, and the reviewee gets a more constructive critique of their work.


Top 10 Positive Feedback Examples for Employee Performance

Asking for feedback is hard. It requires vulnerability on your part and professionalism on the part of your peers. Knowing when and how to ask for feedback takes practice. That said, receiving feedback from your peers is almost guaranteed to improve your work performance. Are you looking for ways to boost team productivity and resilience?

Although managers do most of the feedback, peers or co-workers can also give effective employee.

Guidelines for Receiving and Giving Feedback

Even the best managers struggle to give constructive feedback. As for employees? The good news is that there are ways to make this easier — and also more effective and productive for all team members. Giving the right constructive feedback will help your team members get better, both on a personal and professional level.


We often hear that peer review is an excellent opportunity for reciprocal student learning. In theory, this makes sense. Since an instructor can only dedicate a certain amount of attention to each student, peer review allows students to receive more feedback and engage more frequently in the content they are learning. Research shows this benefits both the students who receive and provide feedback.

Research shows that people working from home have a fear of missing out and this causes isolation and loneliness. Public recognition shows remote team members which actions or behaviors are approved and encourages average performers to do better.

Positive feedback is given to employees when they meet or exceed business targets, overcome a challenge, go the extra mile, or introduce innovative ideas. Positive feedback is a meaningful and effective method to ensure your employees feel valued. Employees who are given effective, positive feedback are generally more engaged, productive, and loyal to the business. To help you build a culture of feedback within the workplace, we've compiled a list of well-constructed positive feedback examples. Your hard work will be a significant contribution to our business's target for this semester.

I recently participated in a two-session writing class, and at the end of the first session, we were tasked with writing a short scene that we would share and discuss in small groups the following week. Knowing I was to share my work motivated me to put time and effort into it. I was both anxious and excited—I was curious to see what others thought of my work and to hear both criticism and validation.


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  1. Dazil

    Spring!!!

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