At PepTalk we are focused on how we can be a high-performing team, and a big part of that is our continuous growth and development on both a personal and team level. As a team, we have recognised that there is great potential for us to learn by our peers sharing feedback and focusing on our strengths, what we like to call, fearless feedback.
The following is an outline of our team session, aimed at exploring peer feedback do's and don'ts, looking at the why and how-to, and practising receiving and giving peer feedback.
Indeed it is a concise structure which you could use to explore peer-to-peer feedback with your team!
[Taken form a study from 2015 years ago Gallup found]
Interestingly employees say that :
72% of employees think their performance would improve with more feedback
So let's dive into reflecting on how each of us feel about feedback.
According to the awesome Mike Robbins :
Feedback is one of few free levers to improve performance, but many of us miss the opportunity. It should be an ongoing conversation and it’s an essential ingredient to skill and career growth.
When feedback is viewed as a learning & leading opportunity and teams are fearless about it, people perform at their best. Both positive and negative feedback have an important role in helping people and teams perform at their best
Finally, alongside our ambition for continuous feedback loops, at PepTalk we have Introduced quarterly feedback prompts to ensure we push feedback outside of its natural or immediate boundaries. As a team we have agreed we would like to ask 3 different people for feedback each quarter - one whom we work with directly, one who we don't work with frequently, and someone more senior in terms of role:
Finally we ended the session with a reflection for each of us, essentially posing the question 'what will you do differently to make sure you give & receive peer feedback as effectively as possible'.