Do you want to know about the newest trend in workplace team building? It’s a concept known as the peer feedback loop. Because of the new ways employees work, including hybrid and remote arrangements, people aren’t always in the same place simultaneously. A peer feedback loop allows all employees to get recognition for their work and provide additional feedback to improve performance and morale. Here is how to implement a peer feedback loop in your business.
Define the Process
The first step is to define how peer-to-peer feedback works in your organization. While you may be tempted to let it remain information, you’ll find that it won’t be as efficient or effective. Instead, create a dedicated feedback channel on whatever communication tool you use in your workplace. You can gain direct insight from the conversation and even send occasional prompts or surveys.
Educate the Team
The next step is to let your team know what it is, where it can be accessed, and how to use it. Encourage them to ask questions, provide solutions to other questions, be a motivating presence, and help others as they navigate situations. Once the team is aware of the process, they are more likely to be engaged.
Encourage Constructive Feedback
The idea of the peer feedback loop is to encourage positive interactions between employees. Use this as an opportunity to enforce a policy of constructive feedback. Don’t allow the channel to become overrun with rants or complaints. Make sure that people know they can be positive and helpful.
Engage Management
While the purpose of the feedback loop is to engage your employees, management should also have a presence. They can pitch in when they can help. The channel will also give real-time insight into the current questions or concerns from the team, which may have actionable items for management.
Be Creative
Get creative with your feedback loop. For example, to drum up participation, host a Feedback Friday session as a town hall type meeting that encourages questions and answers from everyone who participates. Do things your employees naturally gravitate toward and don’t be afraid to try new things.
Aim for Improvement
The ultimate goal of the peer feedback group is to improve overall performance and engagement. If the process isn’t accomplishing that, it’s time to take a different approach. Make changes when necessary and always aim to make the experience positive and productive.
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