Feedback\nis more than saying ‘good job!’. It is also more meaningful than an evaluation,\nalthough ‘feedback’ and ‘evaluation’ are often used interchangeably. Knowing\nthe difference between the two can be vital to extracting greater levels of\ncommitment from people and imbuing a sincere effort to engage with the\norganizational workforce across all levels. In short, evaluation is summative\nand can be more of a judgment, whereas feedback is formative information geared\ntowards performance improvement. <\/p>\n\n\n\n
Peer feedback can be invaluable<\/strong><\/a> and a powerful motivator among supervisors, co-workers, and direct reports at an enterprise level. However, peer feedback can backfire if not administered effectively.<\/p>\n\n\n\n Quality feedback should be\nsynonyms with peer feedback. Leaders across any industry must recognize the\nvalue of peer feedback. It teaches employees to give and receive feedback\neffectively, improves communication, enhances listening skills, and builds\nempathy.<\/p>\n\n\n\n Here are a few tips on sharing\npeer feedback:<\/p>\n\n\n\n Words have value and can make an\nimpact on the listener. The feedback giver must be well prepared for the\nconversation, with a clear goal as to the expected outcome.<\/p>\n\n\n\n Feedback, when delivered\npromptly, can help the co-worker fix the issue before too much time goes by.\nThe co-worker must not feel ambushed by the feedback. Therefore, make sure that\nyou set aside the required time. Also, give the co-worker a heads-up on the\ntopic and be prepared to engage in a respectful conversation.<\/p>\n\n\n\n Do not couch criticism in\nbetween compliments as this can be misleading. It can also give your peer a\nfalse sense of progress and impact team performance in the long term. <\/p>\n\n\n\n Hiding behind ambiguity is not\nthe right approach. State the objective of the conversation and the points you\nwish to address. Specify areas and expectations of improvement in a clear\nmanner. Also, specific examples to reinforce the changes you would like will\nmake it easier for your peer to meet your expectations. <\/p>\n\n\n\n Language is important. Using\njudgmental language, including negative words or phrases, will defeat the\npurpose of feedback. Focusing on the problem and not the person will go down\nbetter with the co-worker because they understand it is not personal.<\/p>\n\n\n\n Have a conversation, ask\nquestions, and listen to the answers. Employees need to feel that they are\nbeing heard. That will make them more receptive to suggestions.<\/p>\n\n\n\n At some time or another,\nprofessionals will be required to give or receive feedback. Understanding its\nimportance and incorporating it in an enterprise can lead to a work culture of\nempathy, support, and collaboration that can elevate the workforce’s\nperformance across the board. As an open channel of communication with co-workers\nand managers, such feedback can guide individual career growth and, in turn,\nincrease productivity levels.<\/p>\n\n\n\n Peer feedback can be a catalyst\nfor improved relationships with co-workers, even as it adds value to the\norganizational culture. It helps build a workspace that encourages working\ncollaboratively with peers, managers, and the leadership. <\/p>\n\n\n\n Considering the importance of peer feedback<\/a><\/strong> in any organization and across different industries, it is natural that managers adopt the necessary tools and technology into their workspace to drive employee engagement and performance. <\/p>\n\n\n\n Related Article:<\/strong><\/p>\n\n\n\nHow to share Peer Feedback effectively<\/span>\u00a0 <\/strong><\/span><\/h2>\n\n\n\n
Be prepared<\/span>\u00a0 <\/strong><\/span><\/h4>\n\n\n\n
Don’t delay feedback<\/span>\u00a0 <\/strong><\/span><\/h4>\n\n\n\n
No feedback sandwich<\/span>\u00a0 <\/strong><\/span><\/h4>\n\n\n\n
Clarity and specificity<\/span>\u00a0 <\/strong><\/span><\/h4>\n\n\n\n
No judgment<\/span>\u00a0 <\/strong><\/span><\/h4>\n\n\n\n
Conversation – not a monologue<\/span>\u00a0 <\/strong><\/span><\/h4>\n\n\n\n
Why Is Peer Feedback So Important?<\/span>\u00a0 <\/strong><\/span><\/h3>\n\n\n\n