Seeking Urgent Advice: How to Conduct Informal Peer Reviews Without Direct Involvement?

Hi folks,

I need urgent help from you experts. I am seeking innovative techniques for conducting peer performance reviews without their direct involvement. The approach should be highly informal.

This is urgent, and I hope you will assist me. I am eagerly awaiting your guidance.

Thanks in anticipation.

Hi Vimal,

This kind of feedback is different from the normal one. We do have peer feedback in 360-degree appraisal, but in that case, they are aware of the process.

This is new to me as well. If I had to do this peer feedback without letting the other person know that we are taking feedback from their peer, I would design a questionnaire that mainly focuses on team feedback and the best and the worst team members to work with.

Some sample questions I would include in the questionnaire are listed below:

1. Do you enjoy working in a team?
2. Do you think your team is one of the best among the others?
3. Are team members easily approachable?
4. Who is the best person to work with in the team?
5. Who is the most approachable person in the team?
6. Who is the most technically proficient person in the team?
7. Who is the most challenging person to deal with in the team?
8. If given a chance to change your team, would you like to? Or would you prefer to continue with the current team?
9. If you had the right to dismiss one team member and promote another, who would that be and why?

I hope this may help.

Regards,
Surendra

Hi Vimal,

The set of questions given by Surendra is good enough. Nowadays, people are transitioning to 720-degree feedback from 360-degree feedback. The only difference is that immediate feedback is provided to the subject (Employee) after the review.

In your case, the subject should not be aware of his or her review. In this scenario, the questions by Surendra are appropriate. On the other hand, if you are interested in obtaining feedback specifically from peers, ensure that you have good relationships with everybody in your organization, as you must be aware of "Grapevine." A questionnaire is essential in both cases, but the criteria or Key Result Areas (KRA) may vary, and the methodology may also differ. For example, in manufacturing, the "Work Standard Approach" methodology is adopted, which will vary from industry to industry.

Before implementing those 10 questions, ensure you have a clear plan on how to quantify the responses. Some questions may need to be revised, as feedback can differ based on the relationships with different individuals in a group. Factors like Halo effect and stereotypes must be considered before designing the questionnaire.

I would recommend designing the questionnaire yourself since you have a better understanding of your organizational culture and environment.

For further assistance, please provide more specific information about your industry and company.