How can you improve team performance with peer feedback?

Having experienced the power of peer feedback firsthand, I can attest to its transformative effects on team dynamics. By creating a safe space for open and honest communication, peer feedback not only facilitates personal growth but also strengthens the bonds between team members. It encourages empathy and understanding, allowing us to appreciate each other's unique perspectives and work collaboratively towards shared goals, ultimately leading to enhanced team performance and success.

We are blind to many facts about ourselves, this is human nature. We like to think that we know ourselves very well, but we are surprised sometimes when we reflect on our behavior. Peer feedback can act like a mirror that reflects our image with the all the flaws and beauty we have. It is vital to know and understand our true nature to be able to grow.

A lot of times our managers only have insight into a sliver of what we work on, or only into the aspects that we share with them. Peer feedback provides another point a view from the perspective of someone potentially much closer to the work, and often have a better pulse on the things that are working well or could be fine tuned.

I believe in the power of peer feedback to enhance performance. I've witnessed how open and honest comms among team members leads to improved results. Peer feedback creates an environment of trust and collaboration. Sharing constructive feedback helps identify blind spots and improvements that might otherwise be missed. Various perspectives within the team support innovation and creativity, allowing discovery of solutions to overcome challenges. I know receiving feedback from my peers has been instrumental in my own development. It's allowed me to leverage my strengths and address weaknesses, making me more effective. By encouraging a culture of peer feedback, we empower our team to reach their full potential and drive performance.

The peer feedback I have often been included in has been in the form of surveys, which I cannot say I have seen results from. Yearly evaluation feedback stopped a while ago as everyone gets the same raise, so I will say that it does have an impact on team members in many ways. Although I understand depending on the size of the company outcomes vary. I also do know that from personal experience acknowledging your people for a job well done goes a long way. Thanking them for their hard work every day does wonders, and a gift for years of service can make all the difference. As a supervisor I personally would give my team associates a $100 gift card every Christmas as a thank you for another year of service.

The idea of feedback comes with a lot of baggage because we often associate it with criticism or things we have to course correct. If we regularly share recognition and positive feedback, we start to change the narrative that feedback is always a bad thing.

I’m a strong advocate of Kim Scott’s Radical Candor. However, when establishing a feedback culture, it is important to consider that people usually do not want to hear “feedback”; they desire attention and support instead. Offering unsolicited feedback is likely to be met with hostility. The correct approach is to listen, demonstrate care, and show support for others. Positive attention has a tremendous impact on the creation of high-performing teams as it alleviates the anxiety caused by negative feedback. Therefore, instead of providing negative feedback on past performance, focus on forward-looking positive attention.

It's important to note that there is something as too much feedback. Dumping too much too soon on one person can be overwhelming, demoralizing and create more obstacles. Before providing feedback, we should be clear on what behavior needs to change and which metrics it will impact.

I'm a huge fan of the framework Situation, Behavior, Impact developed by the Center for Creative Leadership. This helps you get really specific and actionable with your feedback, to ensure you make it about the work, not the person or the personality. I like to add a clear ask after this - sharing the situation, behavior, impact, PLUS an ask, "next time will you..." so you are both on the same page on what you want to see next time.

Aside from peer feedback, I would argue that peer recognition is equally important, and the cultures of feedback and recognition should go hand in hand. According to research conducted by McKinsey & Company, praise and recognition from a manager are more motivating than a cash bonus. What’s more, recognition from peers is even more powerful. Many top performers are insecure overachievers who need praise and recognition to maintain their confidence and avoid burnout. Providing regular recognition and praise is the easiest way to manage the insecurities of these high-achieving individuals. Praise is motivating not only for underperformers but also for your top performers. Ultimately, it leads to higher performance for the entire team.