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- 1 Peer review feedback examples
- 2 What are the benefits of peer review feedback examples?
- 3 What are peer review feedback examples?
- 4 5 key parts of good peer review examples
- 5 14 examples of performance review phrases
- 6 How do you give peer review feedback to remote teams?
- 7 The benefits of a feedback culture
- 8 How to implement a strong feedback culture
Table of Contents:
- Peer review feedback examples
- What are the benefits of peer review feedback examples?
- What are peer review feedback examples?
- 5 key parts of good peer review examples
- 14 examples of performance review phrases
- How do you give peer review feedback to remote teams?
- The benefits of a feedback culture
- How to implement a strong feedback culture
Peer review feedback examples
A peer review is a type of evaluative feedback. It focuses on the strengths and areas of improvement for yourself, your team members, and even the organization as a whole. This form of evaluation can benefit all parties involved, helping to build self-awareness and grow in new ways that we might not have realized before. Of course, the best examples of peer review feedback are those that are well-received and effective in the workplace, which we will go over in the next section.
What are the benefits of peer review feedback examples?
As mentioned, peer review feedback is a great way to identify your strengths and weaknesses and those of others. The benefits are two-fold: it helps you grow in new ways that may have been difficult for you before, while also making sure everyone involved feels confident about their abilities moving forward.
For instance, organizations with robust feedback cultures can close any gaps that hinder their performance and seize business opportunities whenever they present themselves. This dual benefit gives them competitive advantages that allow them to grow, along with a more positive workplace. Leading companies that enjoy these types of advantages include Cargill, Netflix, and Google.Peer review feedback can also be a great tool to use for conducting your annual performance reviews. They give managers visibility and insights that might not be possible otherwise. The feedback can help you better understand how your employees view their performance, as well as what they think the company’s expectations are of them. This opportunity is especially helpful for those who work remotely—it allows managers to see things that might be missed otherwise.
For example, if an employee works from home often or telecommutes frequently, it can be more difficult for managers to get a sense of how they are doing. This is where peer review feedback comes in—if their peers notice issues that need attention, this provides the manager with valuable insights that might otherwise have gone unnoticed. Everyone must be on the same page about what exactly it is they want from these sessions and how their employees will benefit from receiving them.
What are peer review feedback examples?
A Gallup poll revealed that organizations that give their employees regular feedback have turnover rates that are almost 15% lower than for those employees that didn’t receive any. This statistic indicates that regular reviews, including peer reviews, are important. However, so is giving the right kind of peer review feedback.
As such, when you have a peer review session, think about some good examples of the type of feedback that might be beneficial for both parties. These would be the relevant peer review examples you want to use for your organization.
One example would be to discuss ways in which the employee’s performance may have been exemplary when you give them their peer review feedback forms. This conversation gives the person being reviewed an idea about how well they’re doing and where their strengths lie in the form of positive feedback.
On the other hand, it also helps them know there is room for improvement where they may not have realized it before in the form of negative feedback.
Another example would be to discuss how you might improve how the person being reviewed conducts themselves on a day-to-day basis. Again, this action can help someone realize how their performance can be improved and provide them with suggestions that they might not have thought of before.
For example, you may notice that a team member tends to talk more than is necessary during meetings or wastes time by doing unnecessary tasks when other pressing matters are at hand. This type of negative feedback would allow the person receiving it to know what areas they need to work on and how they can improve themselves.
5 key parts of good peer review examples
As mentioned previously, peer reviews are a great way of giving an employee concrete suggestions for the areas in which they need improvement, as well as those where their performance is exemplary.
To ensure that your team feels valued and confident moving forward, you should give them the best examples of peer review feedback possible. The following are five examples of what constitutes good peer review feedback:
1. Use anonymity. Keeping them anonymous so that the employee review makes workers feel comfortable with the content and don’t feel any bias has entered the review process.
2. Scheduling them frequently enough. A good employee experience with peer reviews involves scheduling them often enough so that no one has an unwelcome surprise come annual or biannual performance appraisal time.
3. Keep them objective & constructive. Keep peer review feedback objective and constructive—your goal is to help improve the peers you’re reviewing so they can continue to do an even better job than before!
4. Having key points to work on. Ask questions such as: what is the goal? And what does the company want people to get out of each session?
5. The right people giving the peer review. Personnel familiar with the employee’s work should be the ones doing the employee evaluation, rating the reviewer’s performance, and providing peer feedback.
14 examples of performance review phrases
You can use the following positive performance appraisal phrases to recognize and coach your employees for anything from regularly scheduled peer reviews to biannual and annual appraisals:
- “I can always count on you to…”
- “You are a dependable employee who meets all deadlines.”
- “Your customer service is excellent. You make everyone feel welcome and comfortable, no matter how busy things get.”
- “The accounting work that you do for our team helps us out in the long run.”
- “I appreciate your helpfulness when it comes to training new employees. You always seem willing to take some time out of your day, even though you’re busy with other tasks, to show them how we do things here at [COMPANY].”
- “It’s so nice to see you staying on top of your work. You never miss a deadline, and that is very important here at [COMPANY].”
- “I can always count on you when I need something done immediately.”
- “Your communication skills are exceptional, and I appreciate the way you always get your point across clearly.”
- “You are always willing to lend an ear if someone needs help or has a question about something. You’re great at being the go-to person when people need advice.”
- “I appreciate your ability to anticipate our customers’ needs.”
Negative performance review phrases can be helpful if handled the right way and often contribute to improving the employee’s performance.
Here are some examples of effective negative performance review phrases you can use:
- “You seem to struggle with following the company’s processes. I would like to see you get better at staying on top of what needs to be done and getting it done on time.”
- “I’m concerned that your work quality has slipped lately. You’re still meeting deadlines, but some of your work seems rushed or incomplete. I want to make sure that you’re giving everything the attention it deserves.”
- “I noticed that you’ve been getting a lot of customer complaints lately. Is there anything going on? Maybe we can work together and come up with some solutions for how things could be better handled in the future?”
- “You seem overwhelmed right now, and it’s affecting your work quality. I want to help you figure out how we can better distribute the workload so that you’re not feeling like this anymore.”
How do you give peer review feedback to remote teams?
When giving peer review feedback to remote teams, it is essential for everyone involved that the employee being reviewed feels comfortable and respected. And whether a peer or direct report gives the remote employee a review, the most effective way to ensure this happens is by providing open communication and constructive feedback throughout the process.
However, when you work remotely, it can be difficult to get the opportunity for peer feedback. However, there are ways of ensuring that such a process is still beneficial and productive.
The following are some examples of how to go about giving effective peer review feedback when working virtually:
- Take advantage of webcams or video conferencing to make sure that you can see the employee’s facial expressions and monitor body language during a performance review, remote or otherwise.
- Just like with any in-person performance review, it’s critical to schedule a regular time for sessions so they don’t catch anyone by surprise.
- Make it clear at both your end as well as theirs what the overall goal is—this helps them prepare ahead of time and ensures there are no unforeseen surprises.
- Ensure that you keep the feedback objective with constructive criticism, as this is what will allow them to improve their performance in a way that they can take advantage of immediately. Include all these key points in your company peer review templates also.
- Be prepared for these sessions by having a list of key points you want to cover with your peer reviewer—this helps guide the conversation while ensuring no important points are overlooked.
The benefits of a feedback culture
When employees enjoy their work, understand their goals, and know the values and competencies of the job, job satisfaction increases, along with their performance. In addition, the link between productivity and effective feedback is well established. For instance, 69% of workers said they would work harder if their efforts were recognized, according to LinkedIn.
Continuous and regularly scheduled performance appraisal feedback helps with employee development, clarifies expectations, aligns goals, and motivates staff (check out our article Peer Review Feedback to find out why peer feedback is so essential), establishing a positive workplace. Lastly, a workplace that dedicates itself to motivating people to be better will improve employee engagement and the levels of performance.
How to implement a strong feedback culture
If you haven’t implemented a culture for using feedback yet, there are several effective ways to go about it. One good way to kick things off is to first identify teams or some other similar organizational unit and have them experiment with the social feedback system.
While the frequency of peer reviews should be given every three to four weeks, or even at the end of a project sprint, the cycles for building a strong feedback culture can be quarterly or monthly, depending on your preferences and operations.
After the three cycles are finalized, you typically have built up enough feedback information to start the organization on its path to a strong feedback culture.
Knowing these peer review feedback examples and tips on giving them to remote teams will help you become more comfortable with this type of evaluative discussion. It can be difficult at first, but remember that the benefits are worth it! And remember: when giving peer review feedback, make sure you keep each session objective. This helps ensure they’re constructive and that both parties walk away feeling as though they’ve learned a lot from them.
Want to keep that morale sky-high during Feedback Friday and the peer review process? If so, be sure to check out Matter, with features that allow you to give public Kudos all inside Slack.