Products > Employee Focused Feedback
In many companies, employees receive constructive, structured feedback exclusively from their superiors. However, studies indicate that the acceptance and implementation of feedback are higher when it comes from colleagues at the same level.
With the Peer Feedback Tool, employees at the same hierarchical level provide feedback to each other. The “peers” are the colleagues with whom the feedback recipients interact the most, such as direct team members or colleagues from other departments with whom they closely collaborate. These colleagues form the peer group and provide feedback to the individual based on their shared interactions and equivalent positions.
Peer Power
Feedback from a supervisor can seem untrustworthy when they have little to no awareness of one’s own behavior. This often leads to difficulty in accepting the feedback. Peers, with whom one collaborates closely, are familiar with their own work processes and challenges. They understand the reality of the work and can provide targeted and concrete suggestions for improvement. Specific peer feedback appears credible to the recipients and is often more effective than that from a supervisor.
Fostering Growth Together
Implementing this form of feedback in your company is made simple and effective with a peer feedback tool. It allows immediate peers within the company to provide feedback based on their practical experiences, thus contributing to improved collaboration and individual development.
To ensure that employees accept and implement valuable feedback, HR departments must ensure that it comes from credible sources. Peers, due to their proximity to feedback recipients, can provide credible feedback that is accepted and acted upon.
Our peer feedback tool allows your employees to receive valuable employee focused feedback from precisely those individuals whose opinions they value most.
If you’re considering introducing a peer feedback tool in your company, there are two options.
In both cases, feedback is now generated for all respective feedback recipients. Our peer feedback tool provides the ideal platform for this process: Once you’re ready, invitations to participate are sent to all recipients. The results are collected and summarized in an individual report, which each feedback recipient can download with just a click. Customize the follow-up processes as you wish. Welcome to the world of self-directed peer feedback!
As an HR representative or manager, you can select the appropriate group of individuals. This will generate feedback for each of these individuals, who will then provide feedback to each other. This approach makes sense particularly when individuals work very closely together as a group – for example, within a team.
You can allow your employees the freedom to decide from whom they want to receive feedback. By allowing employees to define their direct peer group themselves, you ensure that the feedback is perceived as particularly relevant and credible.
The dashboard is your central point of contact. You have a clear overview of all ongoing processes and feedback, with quick access to templates. Additionally, you gain initial insights into the reports of completed surveys. Our dashboards are tailored to your specific needs and can be easily customized.
Asking the right questions is crucial for obtaining meaningful results. That’s why our questionnaires are based on well-founded scientific insights developed by Prof. Dr. Simon Werther and our expert team with extensive practical experience. We prioritize ensuring content validity, construct validity, and criterion validity in questionnaire development. Furthermore, we provide access to a comprehensive pool of topics and questions, along with ready-to-use templates.
Automated and tailored reports enable in-depth analyses, serving as the foundation for people analytics. Amidst the data deluge, each report includes helpful graphics for visualization and meaningful interpretation aids.
You can personalize both the tool interface and reports to align with your corporate identity. Questionnaire and report contents can also be highly tailored to your preferences.
Planning surveys across different locations? Standard languages like English are already integrated into the tool. However, surveys are better received when they can be completed in the respondents’ native language.
Ensuring complete anonymity is the cornerstone of fostering a robust feedback culture. Your data’s protection is paramount to us, which is why we prioritize adherence to the BDSG and EU GDPR regulations, ensuring stringent data protection and IT security measures. Rest assured, our services are exclusively hosted in Germany, without the involvement of third-party service providers.
Empower your organization’s identity with our highly customizable employee survey tool. From dashboard layout to report aesthetics, tailor every aspect to align seamlessly with your corporate identity, reinforcing trust and confidence among your employees.
Experience unparalleled support with our team of dedicated experts, committed to delivering prompt responses in accordance with service level agreements. From onboarding to survey evaluation, we’re by your side every step of the way, assisting you in crafting impactful questions and initiating data-driven follow-up actions.
Rely on meticulously crafted questionnaires. Our questionnaires are based on scientific grounding, developed by both Prof. Dr. Simon Werther and our expert team with extensive practical experience. Naturally, we combine this with practical relevance and insights gathered from our numerous clients.
Streamline your workflows and enhance efficiency with seamless integration capabilities through our HRinstruments API. Connect our employee survey tool effortlessly with popular HR management systems such as SAP SuccessFactors, simplifying your daily operations and saving valuable time.
Receive clear and actionable insights through automated reports delivered post-survey. Leveraging comprehensive data, unlock the power of people analytics to inform and shape a data-driven HR strategy, driving organizational success.
FAQ
Peer feedback is a method where peers provide in-depth feedback to each other. There is no distinction between different groups of feedback givers. The recipient can compare their self-perception with the feedback received from their peers.
It’s important that a person’s peers are not limited to their direct colleagues within a department but can also include other individuals within the company (such as other interns) or even the recipient’s supervisors, depending on the situation. The crucial aspect is the relatable comparison between self-perception and external perception.
Peer feedback is particularly valuable for self-directed feedback processes in agile teams and organizations without rigid hierarchies. It enables informed feedback as peers typically spend a lot of time together.
Thanks to scientific research, we know that the acceptance and implementation of feedback are higher when specific feedback is given on concrete issues. Therefore, peer feedback is beneficial in environments where feedback is mainly provided by supervisors.
Peer feedback is suitable for personal development, team development, and improving collaboration. It can be integrated into employee discussions and development programs, and even contribute to cultural change and organizational development.
A compact range of 10–30 questions is recommended to ensure focus and avoid overwhelm.
Recipients of feedback autonomously select their feedback givers – their individual peer group. Once all feedback forms have been filled out, the recipient can first personally engage with the results, which can be downloaded as a report online. A toolkit provided by the company for recipients to engage with the results can be helpful. Providing feedback to the individual feedback givers and an open dialogue can additionally yield valuable insights.
Team feedback aims to improve collaboration within teams. It analyzes teamwork to provide a starting point for team development. The entire team is the focus here. Anonymous feedback supports regular, standardized processes that help teams improve performance.
On the other hand, peer feedback focuses on individual development. A team member requests feedback from colleagues on an equal footing to identify personal strengths and areas for development. This anonymous feedback often complements supervisor evaluations and enables more individualized development, whether event-driven or regular.
The differences primarily lie in the objective: Team feedback promotes team development, while peer feedback targets individual development. Both formats can be combined to create a holistic, data-driven feedback landscape.
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