1. Method Name

Peer Feedback

2. Alternative Names

360-degree feedback (a broader concept), Peer Review

3. Brief Description

Peer feedback is a process in which team members provide each other with constructive feedback on their work, behavior, and collaboration. It is not an evaluation by a manager, but by peers at the same level.

4. Purpose / When to Use

It is used to support personal development, improve teamwork, and foster a culture of openness and trust. It provides a more comprehensive view of an individual’s performance, as colleagues often see aspects of the work that a manager does not.

5. Procedure / How to Apply It

1. Create a safe environment: Emphasize that the goal is to help, not to criticize. Establish rules (e.g., feedback must be specific, objective, and focused on behavior, not the person).
2. Choose a format
: - Informal: Regular, ad-hoc feedback during day-to-day work.
- Formal: Structured meetings (e.g., as part of a retrospective) or anonymous surveys.
3. Teach people how to give and receive feedback: Use models such as SBI (Situation-Behavior-Impact): "Yesterday at the meeting (Situation), when you presented the results, you spoke very quickly (Behavior), and because of that, I had trouble staying focused (Impact)."
4. Facilitate the process: Especially in the beginning, it’s helpful to have a facilitator who can help keep the discussion constructive.

6. A Real-World Example

At the end of the project, the agile team organizes a "Peer Feedback" workshop. Each team member writes two notes for each colleague: "What I appreciate most about you in this project" and "One tip that might help you in the future." They then exchange these notes in pairs and briefly discuss them.

7. Benefits

- Provides diverse and comprehensive insights into individual performance
.- Enhances self-awareness and fosters personal growth
.- Strengthens relationships and trust within the team
.- Increases accountability toward colleagues.

8. Risks / Limits

- It can lead to conflicts if it is not provided properly and in a safe environment.
- People may be afraid to be honest for fear of damaging relationships.
- It can degenerate into a “popularity contest” or a means of settling personal scores.
- It requires a high degree of maturity from the team.

9. Practical Tips

- Start with positive feedback: First, teach people to appreciate one another. Only then should you introduce constructive criticism.
- Feedback is a gift: Teach people to accept it with gratitude, without making excuses.
- Never link peer feedback to performance evaluations or compensation. It must be purely a development tool.