How can you encourage peer-to-peer feedback in the workplace?

Creating an invironment of open communication and consideration of previous feedback in improving current processes withiout fear of reprisals

Inculcating a collaborative mindset goes a long way in making peer-to-peer feedback meaningful and effective. It is also imperative to highlight the connectedness of actions by peers, and hence the importance of peer-to-peer feedback to help you stay om course and achieve collective success.

Begin by emphasizing the value of constructive feedback as a tool for professional growth and team improvement. Lead by example, provide positive reinforcement for team members who actively engage in giving and receiving feedback. Establish regular forums, like team meetings or dedicated sessions, where employees can share insights and acknowledge each other's contributions. Implement feedback training to equip employees with effective communication skills. Foster a non-judgmental environment that values diverse perspectives and encourages honest conversations. By creating a culture that embraces peer feedback, employees feel empowered to contribute to each other's development, fostering a collaborative and continuously improving workplace.

Para incentivar o feedback entre pares no local de trabalho, crie uma cultura aberta e transparente, destaque a importância do aprendizado contínuo, promova sessões regulares de feedback, e reconheça e recompense as contribuições construtivas. Facilitar a comunicação aberta e criar um ambiente onde as opiniões são valorizadas pode promover uma troca eficaz de feedback entre os colegas.

Encourage an open culture where constructive feedback is valued, provide training on effective communication, and create structured opportunities, like peer review sessions or feedback-friendly platforms, to exchange feedback regularly.

In my experience, the exchange of peer-to-peer feedback offers opportunities for individuals to gain an understanding of what it's actually like to work on the other side of them. It provides new insight into how their work style impacts team interactions, providing information on both their strengths in supporting others and the idiosyncrasies that might inadvertently pose challenges. Peer feedback becomes a mirror reflecting not only the positive contributions made but also the areas where a change in behavior could enhance the team's effectiveness. Ultimately, if done within the right guardrails, it fosters a culture of self-awareness, empathy, and team performance.

Trazendo clareza, estabeleço expectativas sobre o que é esperado no processo de feedback e forneço diretrizes simples. Assim, todos sabem como participar de maneira construtiva.

Training to give and receive feedback properly is imperative. To challenge and support constructively is crucial to help raise the bar. There is a science to it but also an art to land it well.

Ofereço treinamento em habilidades de feedback para que todos se sintam capacitados e confortáveis ao compartilhar e receber insights. Às vezes, saber como expressar pensamentos de maneira construtiva é uma habilidade que pode ser aprimorada.

A culture where feedback is appreciated and openly shared & received comes from building Psychological Safety. It’s the role of Talent/ Learning partners to educate leaders on how to build psychologically safe teams and that of leaders is to build such a culture…where there is no judgement and no backlash for expressing oneself. In such cultures, it’s easier for everyone to share and accept feedback as the intent is to help make each other better and not to bring anyone down

Psychological safety is important in this endeavour if you don’t feel comfortable then stopping the process is a must - many times that’s the missing link. The courage to say it’s not working let’s pick it up later.

Destaco a importância de um ambiente seguro e de apoio, onde todos sintam que seu feedback é valorizado. É crucial criar uma cultura onde o feedback não é percebido como crítica, mas como uma ferramenta para o crescimento mútuo.

I believe this is the most important, not many employers ask that question to the employee, is there anything I can do better, do more/less of...to get your job done? I have always built it in my 1to1s and monthly meetings with my team, is there anything else I can do or help you with, or any other feedback you want to share?

A liderança dá o exemplo. Eu mesmo solicito feedback regularmente e mostro como estou agindo com base nele. Isso cria confiança e incentiva os outros a fazerem o mesmo.

Setting up an environment of 360° feedback is just the best way for it to happen organically. Lead by example. Set up a system if you don't already have one from one of your tools that you have available to you for people to request feedback and give feedback to each other, including yourself as the leader. Suggest it as something to use as a tool when a team member is struggling with a task or formulating a plan. Use it as a part of the performance review process so employees know that it's not just coming from the top down. It also helps just encourage everyone, somehow it means more when your team is telling you that they feel you support them and that you're making a positive difference.

E, claro, estou sempre aberto a sugestões. Pergunto regularmente como podemos melhorar o processo e se há algo que os colaboradores gostariam de ver implementado. Quanto mais inclusivo o processo, melhor.

Build a culture of coaching and mentoring in the organisation is important. Everyone has a voice a perspective and a stake in the collective success. Providing opportunities to maximise that is an amazing way to tap on peer support.

Handled well and provided genuinely, I have seen peer to peer feedback be far more impactful than leader to employee feedback - especially constructive feedback. Removing the authoritative piece and adding the "our work impacts each other's work" piece just seems to resonate with less judgement and seems to be more readily heard. I sense that removing the possibility that the feedback could impact salary, and instead is just honest help from a co-worker makes it easier to reflect upon and important to help impact future behavior.

Eu indico a seguinte dinâmica: Reúna o time e crie um momento propício para o feedback. Pode ser em uma atividade coletiva ou em duplas. Seja estratégico na separação dos grupos e não divida aleatoriamente. Um dos desafios dado ao grupo, pode ser uma dor atual de alguém do time. Daí os colegas tem a oportunidade de sugerir melhorias para determinado colega.

Peer-to-peer feedback is crucial because they eliminates any misunderstandings and improve relationship between peers. This will help them realise that there is always room for improvement.

Every employee should feel empowered to deliver feedback to each other as peers, as long as delivered in a professional and respectful way.