Feedback on performance or behavior by others is referred to as feedback. It is usually managers who assess their team members or teachers who reflect on the motivation and performance of their pupils. In peer feedback, the assessment comes from employees or learners of the same rank. A comment known as feedback on peers serves to improve teamwork or promotes collaborative learning in everyday school life.
Constructive feedback helps you to recognize your own weaknesses and Error to avoid criticism. Furthermore, criticism from peers is perceived differently than critical assessments from superiors.
Peer feedback differs from the usual assessment in that the assessment does not come from managers, but from people of the same rank (peers). These may be classmates, fellow students or work colleagues.
Feedback on peers is a specific form of feedback. Constructive feedback helps the team to grow together and achieve better performance together. Objective criticism in the context of peer feedback can be expected to add value in terms of motivation and commitment.
In the academic field, peer feedback is used as a dialogical exchange between fellow students. Guided by HR management or teaching staff, the basics of feedback for peers are taught. In the Business competent criticism is indispensable. Constructive reflection helps to identify weaknesses, improve oneself and increase personal performance.
Constructiveness, clarity and positivity play a decisive role in the feedback process between colleagues. A good feedback culture thrives on mutual Trust and respect. Peer feedback should always be expressed objectively.
The focus is on qualified feedback. Excessive criticism is not part of constructive peer feedback. It is about formulating your own perceptions in such a way that the content is understandable.
The aim of a feedback discussion between colleagues or students is to draw attention to things that could be improved. Benevolent, honest peer feedback improves the working atmosphere, while unfair criticism has the opposite effect. An open feedback culture characterized by transparency and a sense of responsibility promotes the active participation of all employees in work processes and decisions.
Formulating effective feedback for peers is a challenge the first time. On the one hand, colleagues should benefit from your feedback, but on the other hand, direct criticism can be misinterpreted. These five tips provide guidance on what good peer feedback can look like.
I-messages establish a communicative level between you and the person you are talking to. Examples of an objective presentation of your own point of view are "I think that ..." or "In my perception, your presentation does not meet all the requirements." Express your peer feedback clearly and concisely.
Professional feedback contains not only criticism, but also positive aspects. This conveys to the person being assessed that their performance has been considered in detail.
Communicating at eye level means treating each other with respect and Appreciation to encounter. Peer feedback involves listening to the other person and not taking counter-arguments personally.
A notepad or checklist is helpful when preparing for a feedback meeting. The most important comments can be written down and worked through in the relevant order.
A quiet environment is preferable for peer feedback. If possible, the feedback discussion should take place in a private meeting room.
Dealing with criticism is a skill that helps us in our Career and in your private life. Justified critical comments contain information on what went wrong and how you can do better. If the feedback is given by a peer and not Executives are responsible, it is often difficult to accept a reprimand.
Dealing with criticism requires Self-reflection and resilience ahead. Both can be learned. Consider peer feedback as support that helps you to recognize mistakes and develop further.
Misunderstandings can be clarified by asking specific questions. Constructive Feedback is realistic and free of personal judgment. Learn to accept critical comments and use them to your advantage. View unfavorable evaluations with inner distance.
Making mistakes is part of the lifelong learning process. Develop your own strategies to avoid making mistakes. Regular peer feedback offers the opportunity to learn how your behavior and performance are perceived by others.
Coaching is an efficient method that helps people develop their own solutions and supports them in their personal development. personal development to promote. Suitable Coaching techniques support you in building a positive feedback culture. In the coaching session with your coach, you will learn to develop a better understanding of the perspectives of your colleagues or fellow students.
During communicative exercises, your Communication skills trained. Coaching enables joint reflection on efficient forms of communication, dealing with negative evaluations and conflict resolution.
In contrast to peer feedback, which is already past situations, coaching focuses on future actions. Coaching sessions are structured conversations that aim to improve your Potential release.
In the age of globalization, the Working from home part of everyday life. The members of a team are often located in different places of work. In many professions and industries, frequent business trips abroad are common.
How does peer feedback work when contact with superiors and colleagues is limited to the virtual realm? Communication via video calls, chat and emails offers both challenges and opportunities. People pay very close attention to the content of correspondence, as it can be read at any time.
Formulate your feedback briefly and concisely. Pay attention to the choice of words and avoid idioms that can lead to misunderstandings. With virtual communication, the Body language can hardly be used as a means of expression. The advantage of fixed virtual feedback appointments is that the interviewer can prepare for them.
There are a large number of feedback tools and platforms on the Internet. These serve different purposes. Some concepts were developed specifically for feedback on peers.
As an efficient design feedback tool, the FigJam. The online whiteboard developed by Figma is used for kick-off meetings and workshops, for collecting ideas and other creative processes. Each team member has access to integrated to-do lists, can read comments and write their own reviews.
Some service providers offer a Software for employee feedback that records employee surveys and feedback. Companies often develop their own feedback platforms based on this principle, in which anonymous feedback is also possible. In this way, employees who are reluctant to speak in person can discuss mistakes and make suggestions for improvement.
An open feedback culture improves relationships within the team and contributes to positive working atmosphere. Clear guidelines are required in order to use feedback as a central management tool. The following eight steps illustrate how to create the conditions for valuable feedback.
There are a number of pitfalls lurking in the feedback process. Misperceptions or unjustified criticism can lead to misjudgements. Openness, empathy and respect are essential for successful peer feedback.
Negative emotions should not be included in the feedback meeting. Sympathy (or antipathy) for a person must not be a basis for peer feedback. Understanding people is an important prerequisite for a constructive feedback discussion.
Set your emotional intelligence to communicate your perceptions and build good relationships with your peers. Only make appointments if there are enough Time is available.
Peer feedback is an important tool for self-improvement. Feedback from colleagues strengthens team dynamics and is helpful in building interpersonal relationships. For the entrepreneurial success objective assessments are of great importance.
See constructive peer feedback as a gift that helps you to change things and develop further. In our free Workbook you will receive business-effective coaching tips that will help you progress in your career.
Author: Hermann Ibragimow
