Peer-to-Peer Feedback: A Key to Learning Culture
Learning starts where we work. To create a sustainable learning culture in companies, many small puzzle pieces need to be put together. One of these puzzle pieces is peer-to-peer feedback – giving and receiving constructive feedback among colleagues in order to develop individually and as a team.
During my time as a trainer at Apple Retail, I experienced firsthand how a well-established feedback culture can transform teams. For peer-to-peer feedback to work, however, some fundamental questions need to be addressed:
What is feedback, and what is its purpose?
When is feedback given?
How is feedback given?
How do we receive feedback?
1. What Is Feedback, and What Is Its Purpose?
Feedback is an essential component of a vibrant corporate culture. It's not about giving feedback once a year during annual reviews but about continuously sharing constructive observations. The goal is to give the receiving person an objective picture of their behavior and to make blind spots visible. We all have these "blind spots" (often without knowing it). Feedback promotes personal development and simultaneously strengthens team dynamics.
2. When Is Feedback Given?
Timeliness Is Key
Feedback should be given as promptly as possible. Nobody wants to receive feedback about a situation that "feels like it happened a thousand years ago." Direct feedback after an observation (e.g., after a customer conversation or meeting) is most effective. This doesn't mean the window for feedback closes after a few minutes. Sometimes a later moment is better, but the motto remains: as soon as possible.
Observation as the Foundation
Feedback is always based on one's own objective observations. For example, if I see that a customer conversation didn't go optimally, I can address it specifically and suggest possible solutions.
Changeability
Feedback should relate to aspects that the receiving person can actually change. A vague "You come across as unlikable" is neither helpful nor constructive. Better: "In our meeting, you expressed yourself in a very factual way, which could come across as distant to some."
3. How Is Feedback Given?
Respectful Attitude
The basic premise for feedback is: "I'm okay, you're okay." We assume that the other person is not acting negatively on purpose. Respect is also shown by asking for permission beforehand: "Hey, is it okay if I give you some quick feedback?" The receiving person may decline. Whether due to lack of time or because they are simply not open to feedback at that moment.
Structure of Feedback
Good feedback follows a clear structure:
Observation: "In our meeting, you expressed yourself in a very factual and direct way."
Impact: "This could come across as distant to some in the team."
Suggestion: "If you start with some small talk or respond to personal contributions, the interaction could feel warmer."
4. How Do We Receive Feedback?
Feedback is a continuous process. Nobody is perfect, and we all have so-called "blind spots" or "dead angles." It should be seen as a tool for one's own development. It's important to actively ask for feedback rather than waiting for it to be offered. Even an "I wouldn't have done anything differently" is a valuable confirmation.
A feedback culture thrives when every team member (including leaders) requests and accepts feedback. Only then does feedback become an indispensable instrument for learning and growth.
Conclusion
Peer-to-peer feedback is a powerful tool for fostering learning culture in companies. But it only unfolds its impact when properly introduced and lived. With clear rules, respect, and an open mindset, feedback can propel teams and individuals forward. How do you establish feedback in your company?
Interested in an exchange? Then reach out to me directly and let's talk!