The Feedback Loop

This week I want to talk about the peer feedback process. Every place I have worked has had a peer feedback process. While your organization may have a highly specific system, these tips should be applicable no matter where you work. 

When considering how to write your feedback for others, the same rules apply to how you write your own- be specific, be concise, and focus on impact. 

Look Out for Your People

If you are writing for someone who you know is aiming for promotion or a high-rating, feel free to be effusive and use examples that show their performance at the next level. I think at the working-level there can a be an unconscious fear that praising someone else will damage your chances for promotion and a high rating. In my experience as a manager, that’s never been the case. Besides, you will need people in your corner at some point to hype you up when you are looking to advance and you want to make sure they know they can count on you. I have seen people who are brilliant performers, but have alienated all of their close partners and thus have a hard time getting positive peer feedback- this is a red flag for your management chain. Work shouldn’t be a popularity contest, but you need to cultivate at least a handful of people willing to speak positively about your work. 

Be Honest

I think we’ve all seen people get promoted and wonder how on earth it happened. One way it happens is when someone you know is subpar asks you to give feedback for them and instead of being honest in the feedback, you sugarcoat the review. Some organizations have a strong culture of only saying positive things in peer reviews, but I challenge you to stand alone in integrity if need be. One way we prevent (or at least slow) the advancement of toxic, incompetent people is to use the existing systems to be honest about their shortcomings when we have the opportunity to do so. Is it uncomfortable to do? Yes. But it’s a also a sign of your maturity in the workplace that you are willing to be direct when the situation calls for it. 

I often work with my clients on crafting a peer feedback strategy to support their chances of promotion, so I hope this helps!