Importance of Feedback

PeerLoop encourages you to regularly provide & solicit feedback from your peers in order to:


Increase Your Self-Awareness

Find out what are your biggest strengths and most pressing gaps.  Find out what your teammates feel are your biggest assets and what you can change to improve team dynamics.


“When the 75 members of Stanford Graduate School of Business's Advisory Council were asked to recommend the most important capability for leaders to develop, their answer was nearly unanimous: self-awareness.”

Bill GeorgeDiscovering Your Authentic Leadership


“Feedback is essential for development because everyone has blind spots -- there are certain characteristics most individuals just don’t see. The results showed that other people were twice as accurate at predicting strengths and weaknesses as the individual. Individuals either are more generous than they should be, or tend to be more humble and conservative.”

Joe FolkmanTurning Feedback Into Change


“Success in the knowledge economy comes to those who know themselves-their strengths, their values, and how they best perform. The only way to discover your strengths is through feedback analysis. Most people think they know what they are good at. They are usually wrong. We need to know our strengths in order to know where we belong. The only way to discover your strengths is through feedback analysis.”

Peter DruckerManaging Oneself


Women are systematically less likely to receive specific feedback tied to outcomes. Women had vague praise more often than reviews for men. Comments such as “You had a great year” populated many women’s reviews. In contrast, men were more likely to receive insightful developmental feedback about their technical skills, such as ‘You need to deepen your domain knowledge in the X space — once you have that understanding, you will be able to contribute to the design decisions that impact the customer.’”

Shelley CorrellVague Feedback Is Holding Women Back



Develop Your Leadership Skills

Through the use of established frameworks, practice how to give clear, actionable, and sincere feedback to help your peers improve and to help you become a more effective leader.


“Giving feedback to your employees, particularly when their performances fall short of expectations, is one of the most critical roles you play as a manager. For most people, it’s also one of the most dreaded.”

Jean-Francois ManzoniA Better Way to Deliver Bad News


“A stunning majority (69%) of the managers said that they’re often uncomfortable communicating with employees about their performance if they think the employee might respond negatively.


“Here’s the paradox: People thrive on feedback. Respectful, direct feedback costs absolutely nothing but can make all the difference in individual and team productivity. It can create better collaboration, a culture of connection, and sustainable change.”

Lou SolomonTwo-Thirds of Managers Are Uncomfortable Communicating with Employees


“Job seekers from entry-level to executive are more concerned with opportunities for learning and development than any other aspect of a prospective job.  The vast majority of learning and development takes place not in formal training programs, but rather on the job—through developmental feedback, conversations and mentoring.”

Monique ValcourIf You’re Not Helping People Develop, You’re Not Management Material



Foster a Culture of Feedback Around You

Create an environment where you and your colleagues can communicate freely and openly in order to help each other achieve their full potential.


“Adopt a continuous improvement mindset. Analyze what is working and what is not, then create strategies to improve. Like learning any new skill, it’s an iterative and never-ending process. Ask for feedback and really listen to what you hear. Request big picture feedback like ‘How can I be a more effective leader?’ and micro feedback like ‘What could I have done differently in that meeting so it would have been more productive?’.”

Jennifer PorterHow to Give Negative Feedback When Your Organization Is “Nice”


“The JetBlue data revealed that for every 10% increase in people reporting being recognized, JetBlue saw a 3% increase in retention and a 2% increase in engagement. Engaged crew members were 3x more likely to ‘wow’ their customers and 2x as likely to be in the top 10% of net compliments reported by customers.

Shawn AchorThe Benefits of Peer-to-Peer Praise at Work


“In giving feedback to your stars, frequency is crucial. Harris warns that you shouldn’t be tempted to leave your  high performers alone. Don’t wait for review time. You and your company depend on retaining top performers. Therefore, it is a wise investment of your time and energy to support and develop them.”

Amy GalloGiving a High Performer Productive Feedback



Showcase Your Contributions

Keep a record of your feedback and be able to showcase specific quotes and examples as a compelling endorsements for your skills and contributions.


“By 2020, the US economy is expected to create 55 million job openings: 24 million of these will be entirely new positions. How can companies get a better idea of which skills employees and job candidates have? While university degrees and grades have done that job for a long time, but also leave a lot to be desired.”

Michelle WeiseWe Need a Better Way to Visualize People’s Skills


One of the main things employers look for in a job reference is a view into the applicant’s strengths and weaknesses and a description of workplace accomplishments that demonstrate these characteristics.

Monster.comWhat Employers Want from Job References