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- Clarity – Be clear about what you want to say.
- Specific – Be specific in your comments; do not generalize.
- Stay developmental – Comment only on those observable areas of performance that can be improved.
- Focus – Be sure to focus on the behavior rather than the person.
- Avoid generalizations – Do not use words such as “never,” “always,” “all,” “none,” etc. in describing activities, behavior or performance.
- Do not get personal – We all have “unique” personalities and quirks that may annoy others, but formal peer feedback is not the venue to air the concern.
- Stay balanced – Effective peer feedback reinforces the positive performance and makes suggestions for improvement.
- Refer to the competencies – There may be valuable information on specific feedback found in the employee competencies. Review the competencies before the feedback.