Peer feedback done right

Regular and instant feedback is perhaps the only way to get real feedback. Traditional 360 degrees and annual performance reviews suffer from the problem of recency and loss of context. In such cases a person may be judged on her most recent contributions as they remain fresh in memory, while her less recent contributions may get sidelined and forgotten. As time passes, specific contexts get lost on both the receiver and provider of the feedback. Without a context feedback is less actionable, often not relatable and thus not very effective.

Comprehensive long form feedback surveys also make giving feedback seem like a chore. The true purpose of feedback, which is to offer enough food for thought to an individual, around strong contextual instances, so that she may improve herself is completely lost. Long feedback cycles also mean one lets people carry on with their problems and inefficiencies longer than they should have.

Pep aims to reduce the threshold for receiving feedback. With Pep, it takes 10s to create an instant feedback and you can use it regularly to keep a tab on your performance and perception in the team. Just DM Pep ‘peer feedback’ and it will take it from there. We’ve collated a list of some useful tips for making peer feedback more effective.

  1. Ask for feedback regularly — Doing it regularly ensures you get fresh and honest perspectives instantly. Issues or concerns around your work can get a classic ’nip-them-in-the-bud’ treatment this way.
  2. Provide a context — There’s a great difference between ‘How has been my performance?’ and ‘How were my design skills in project Alpha?’. Provide a relatable context around which people can give you feedback. Insights from your feedback will be clearer and actionable.
  3. Peer feedback is as important as the managers — It takes no time to create a quick feedback question and send it to your peers or manager or reportees. Your peers work with you everyday and are a great source of learning. As a manager, getting feedback from reportees is equally important. Pep ensures that all feedback is collected anonymously.
  4. Use options unambiguously — There’s a difference between the options for a feedback question. Use of ‘Great’, ‘Good’, ‘Okay’, ‘Poor’ over 1, 2, 3, 4 removes the ambiguity around numbers. Most people’s idea of a 4 may not converge but most people do agree on Good or Great.

Pep hopes to join your team and kickstart the culture of regular and instant feedback. Get started with it for free at

Update: We’re happy to announce the launch of our PRO features around coaching and analytics. Drop an email to to get a free 30 day upgrade/trial. A longer post on our coaching feature will be posted later this month. Follow us and we’ll keep you posted :)