examples of peer review essay feedback

• Performance Management

Peer Review Examples: Powerful Phrases You Can Use

• October 30, 2023

The blog is tailored for HR professionals looking to set up and improve peer review feedback within their organization. Share the article with your employees as a guide to help them understand how to craft insightful peer review feedback.

Effective employee performance evaluation plays a pivotal role in both personal growth and the maintenance of a productive, harmonious work environment. When considering the comprehensive perspective of 360-degree evaluation, peer review feedback emerges as a crucial element. In this article, we’ll explore the importance of peer review feedback and equip you with powerful peer review examples to facilitate the process.

Peer review feedback is the practice of colleagues and co-workers assessing and providing meaningful feedback on each other’s performance. It is a valuable instrument that helps organizations foster professional development, teamwork, and continuous improvement.

Peoplebox lets you conduct effective peer reviews within minutes. You can customize feedback, use tailored surveys, and seamlessly integrate it with your collaboration tools. It’s a game-changer for boosting development and collaboration in your team.

Why are Peer Reviews Important?

Here are some compelling reasons why peer review feedback is so vital:

Broader Perspective: Peer feedback offers a well-rounded view of an employee’s performance. Colleagues witness their day-to-day efforts and interactions, providing a more comprehensive evaluation compared to just a supervisor’s perspective.

Skill Enhancement: It serves as a catalyst for skill enhancement. Constructive feedback from peers highlights areas of improvement and offers opportunities for skill development.

Encourages Accountability: Peer review fosters a culture of accountability . Knowing that one’s work is subject to review by peers can motivate individuals to perform at their best consistently.

Team Cohesion: It strengthens team cohesion by promoting open communication. and constructive communication. Teams that actively engage in peer feedback often develop a stronger sense of unity and shared purpose.

Fair and Unbiased Assessment: By involving colleagues, peer review helps ensure a fair and unbiased assessment. It mitigates the potential for supervisor bias and personal favoritism in performance evaluations.

Identifying Blind Spots: Peers can identify blind spots that supervisors may overlook. This means addressing issues at an early stage, preventing them from escalating.

Motivation and Recognition: Positive peer feedback can motivate employees and offer well-deserved recognition for their efforts. Acknowledgment from colleagues can be equally, if not more, rewarding than praise from higher-ups.

Now, let us look at the best practices for giving peer feedback in order to leverage its benefits effectively.

30 Positive Peer Feedback Examples

Now that we’ve established the importance of peer review feedback, the next step is understanding how to use powerful phrases to make the most of this evaluation process.  In this section, we’ll equip you with various examples of phrases to use during peer reviews, making the journey more confident and effective for you and your team .

Must Read: 60+ Self-Evaluation Examples That Can Make You Shine

Peer Review Example on Work Quality

When it comes to recognizing excellence, quality work is often the first on the list. Here are some peer review examples highlighting the work quality:

• “Kudos to Sarah for consistently delivering high-quality reports that never fail to impress both clients and colleagues. Her meticulous attention to detail and creative problem-solving truly set the bar high.”
• “John’s attention to detail and unwavering commitment to excellence make his work a gold standard for the entire team. His consistently high-quality contributions ensure our projects shine.”
• “Alexandra’s dedication to maintaining the project’s quality standards sets a commendable benchmark for the entire department. Her willingness to go the extra mile is a testament to her work ethic and quality focus.”
• “Patrick’s dedication to producing error-free code is a testament to his commitment to work quality. His precise coding and knack for bug spotting make his work truly outstanding.”

Peer Review Examples on Competency and Job-Related Skills

Competency and job-related skills set the stage for excellence. Here’s how you can write a peer review highlighting this particular skill set:

• “Michael’s extensive knowledge and problem-solving skills have been instrumental in overcoming some of our most challenging technical hurdles. His ability to analyze complex issues and find creative solutions is remarkable. Great job, Michael!”
• “Emily’s ability to quickly grasp complex concepts and apply them to her work is truly commendable. Her knack for simplifying the intricate is a gift that benefits our entire team.”
• “Daniel’s expertise in data analysis has significantly improved the efficiency of our decision-making processes. His ability to turn data into actionable insights is an invaluable asset to the team.”
• “Sophie’s proficiency in graphic design has consistently elevated the visual appeal of our projects. Her creative skills and artistic touch add a unique, compelling dimension to our work.”

Peer Review Sample on Leadership Skills

Leadership ability extends beyond a mere title; it’s a living embodiment of vision and guidance, as seen through these exceptional examples:

• “Under Lisa’s leadership, our team’s morale and productivity have soared, a testament to her exceptional leadership skills and hard work. Her ability to inspire, guide, and unite the team in the right direction is truly outstanding.”
• “James’s ability to inspire and lead by example makes him a role model for anyone aspiring to be a great leader. His approachability and strong sense of ethics create an ideal leadership model.”
• “Rebecca’s effective delegation and strategic vision have been the driving force behind our project’s success. Her ability to set clear objectives, give valuable feedback, and empower team members is truly commendable.”
• “Victoria’s leadership style fosters an environment of trust and innovation, enabling our team to flourish in a great way. Her encouragement of creativity and openness to diverse ideas is truly inspiring.”

Feedback on Teamwork and Collaboration Skills

Teamwork is where individual brilliance becomes collective success. Here are some peer review examples highlighting teamwork:

• “Mark’s ability to foster a collaborative environment is infectious; his team-building skills unite us all. His open-mindedness and willingness to listen to new ideas create a harmonious workspace.”
• “Charles’s commitment to teamwork has a ripple effect on the entire department, promoting cooperation and synergy. His ability to bring out the best in the rest of the team is truly remarkable.”
• “David’s talent for bringing diverse perspectives together enhances the creativity and effectiveness of our group projects. His ability to unite us under a common goal fosters a sense of belonging.”

Peer Review Examples on Professionalism and Work Ethics

Professionalism and ethical conduct define a thriving work culture. Here’s how you can write a peer review highlighting work ethics:

• “Rachel’s unwavering commitment to deadlines and ethical work practices is a model for us all. Her dedication to punctuality and ethics contributes to a culture of accountability.”
• “Timothy consistently exhibits the highest level of professionalism, ensuring our clients receive impeccable service. His courtesy and reliability set a standard of excellence.”
• “Daniel’s punctuality and commitment to deadlines set a standard of professionalism we should all aspire to. His sense of responsibility is an example to us all.”
• “Olivia’s unwavering dedication to ethical business practices makes her a trustworthy and reliable colleague. Her ethical principles create an atmosphere of trust and respect within our team, leading to a more positive work environment.”

Feedback on Mentoring and Support

Mentoring and support pave the way for future success. Check out these peer review examples focusing on mentoring:

• “Ben’s dedication to mentoring new team members is commendable; his guidance is invaluable to our junior colleagues. His approachability and patience create an environment where learning flourishes.”
• “David’s mentorship has been pivotal in nurturing the talents of several team members beyond his direct report, fostering a culture of continuous improvement. His ability to transfer knowledge is truly outstanding.”
• “Laura’s patient mentorship and continuous support for her colleagues have helped elevate our team’s performance. Her constructive feedback and guidance have made a remarkable difference.”
• “William’s dedication to knowledge sharing and mentoring is a driving force behind our team’s constant learning and growth. His commitment to others’ development is inspiring.”

Peer Review Examples on Communication Skills

Effective communication is the linchpin of harmonious collaboration. Here are some peer review examples to highlight your peer’s communication skills:

• “Grace’s exceptional communication skills ensure clarity and cohesion in our team’s objectives. Her ability to articulate complex ideas in a straightforward manner is invaluable.”
• “Oliver’s ability to convey complex ideas with simplicity greatly enhances our project’s success. His effective communication style fosters a productive exchange of ideas.”
• “Aiden’s proficiency in cross-team communication ensures that our projects move forward efficiently. His ability to bridge gaps in understanding is truly commendable.”

Peer Review Examples on Time Management and Productivity

Time management and productivity are the engines that drive accomplishments. Here are some peer review examples highlighting time management:

• “Ella’s time management is nothing short of exemplary; it sets a benchmark for us all. Her efficient task organization keeps our projects on track.”
• “Robert’s ability to meet deadlines and manage time efficiently significantly contributes to our team’s overall productivity. His time management skills are truly remarkable.”
• “Sophie’s time management skills are a cornerstone of her impressive productivity, inspiring us all to be more efficient. Her ability to juggle multiple tasks is impressive.”
• “Liam’s time management skills are key to his consistently high productivity levels. His ability to organize work efficiently is an example for all of us to follow.”

Though these positive feedback examples are valuable, it’s important to recognize that there will be instances when your team needs to convey constructive or negative feedback. In the upcoming section, we’ll present 40 examples of constructive peer review feedback. Keep reading!

40 Constructive Peer Review Feedback

Receiving peer review feedback, whether positive or negative, presents a valuable chance for personal and professional development. Let’s explore some examples your team can employ to provide constructive feedback , even in situations where criticism is necessary, with a focus on maintaining a supportive and growth-oriented atmosphere.

Constructive Peer Review Feedback on Work Quality

• “I appreciate John’s meticulous attention to detail, which enhances our projects. However, I noticed a few minor typos in his recent report. To maintain an impeccable standard, I’d suggest dedicating more effort to proofreading.”
• “Sarah’s research is comprehensive, and her insights are invaluable. Nevertheless, for the sake of clarity and brevity, I recommend distilling her conclusions to their most essential points.”
• “Michael’s coding skills are robust, but for the sake of team collaboration, I’d suggest that he provides more detailed comments within the code to enhance readability and consistency.”
• “Emma’s creative design concepts are inspiring, yet consistency in her chosen color schemes across projects could further bolster brand recognition.”
• “David’s analytical skills are thorough and robust, but it might be beneficial to present data in a more reader-friendly format to enhance overall comprehension.”
• “I’ve observed Megan’s solid technical skills, which are highly proficient. To further her growth, I recommend taking on more challenging projects to expand her expertise.”
• “Robert’s industry knowledge is extensive and impressive. To become a more well-rounded professional, I’d suggest he focuses on honing his client relationship and communication skills.”
• “Alice’s project management abilities are impressive, and she’s demonstrated an aptitude for handling complexity. I’d recommend she refines her risk assessment skills to excel further in mitigating potential issues.”
• “Daniel’s presentation skills are excellent, and his reports are consistently informative. Nevertheless, there is room for improvement in terms of interpreting data and distilling it into actionable insights.”
• “Laura’s sales techniques are effective, and she consistently meets her targets. I encourage her to invest time in honing her negotiation skills for even greater success in securing deals and partnerships.”

Peer Review Examples on Leadership Skills

• “I’ve noticed James’s commendable decision-making skills. However, to foster a more inclusive and collaborative environment, I’d suggest he be more open to input from team members during the decision-making process.”
• “Sophia’s delegation is efficient, and her team trusts her leadership. To further inspire the team, I’d suggest she share credit more generously and acknowledge the collective effort.”
• “Nathan’s vision and strategic thinking are clear and commendable. Enhancing his conflict resolution skills is suggested to promote a harmonious work environment and maintain team focus.”
• “Olivia’s accountability is much appreciated. I’d encourage her to strengthen her mentoring approach to develop the team’s potential even further and secure a strong professional legacy.”
• “Ethan’s adaptability is an asset that brings agility to the team. Cultivating a more motivational leadership style is recommended to uplift team morale and foster a dynamic work environment.”

Peer Review Examples on Teamwork and Collaboration

• “Ava’s collaboration is essential to the team’s success. She should consider engaging more actively in group discussions to contribute her valuable insights.”
• “Liam’s teamwork is exemplary, but he could motivate peers further by sharing credit more openly and recognizing their contributions.”
• “Chloe’s flexibility in teamwork is invaluable. To become an even more effective team player, she might invest in honing her active listening skills.”
• “William’s contributions to group projects are consistently valuable. To maximize his impact, I suggest participating in inter-departmental collaborations and fostering cross-functional teamwork.”
• “Zoe’s conflict resolution abilities create a harmonious work environment. Expanding her ability to mediate conflicts and find mutually beneficial solutions is advised to enhance team cohesion.”
• “Noah’s punctuality is an asset to the team. To maintain professionalism consistently, he should adhere to deadlines with unwavering dedication, setting a model example for peers.”
• “Grace’s integrity and ethical standards are admirable. To enhance professionalism further, I’d recommend that she maintain a higher level of discretion in discussing sensitive matters.”
• “Logan’s work ethics are strong, and his commitment is evident. Striving for better communication with colleagues regarding project updates is suggested, ensuring everyone remains well-informed.”
• “Sophie’s reliability is appreciated. Maintaining a high level of attention to confidentiality when handling sensitive information would enhance her professionalism.”
• “Jackson’s organizational skills are top-notch. Upholding professionalism by maintaining a tidy and organized workspace is recommended.”

Peer Review Feedback Examples on Mentoring and Support

• “Aiden provides invaluable mentoring to junior team members. He should consider investing even more time in offering guidance and support to help them navigate their professional journeys effectively.”
• “Harper’s commendable support to peers is noteworthy. She should develop coaching skills to maximize their growth, ensuring their development matches their potential.”
• “Samuel’s patience in teaching is a valuable asset. He should tailor support to individual learning styles to enhance their understanding and retention of key concepts.”
• “Ella’s mentorship plays a pivotal role in the growth of colleagues. She should expand her role in offering guidance for long-term career development, helping them set and achieve their professional goals.”
• “Benjamin’s exceptional helpfulness fosters a more supportive atmosphere where everyone can thrive. He should encourage team members to seek assistance when needed.”
• “Mia’s communication skills are clear and effective. To cater to different audience types, she should use more varied communication channels to convey her message more comprehensively.”
• “Lucas’s ability to articulate ideas is commendable, and his verbal communication is strong. He should polish non-verbal communication to ensure that his body language aligns with his spoken message.”
• “Evelyn’s appreciated active listening skills create strong relationships with colleagues. She should foster stronger negotiation skills for client interactions, ensuring both parties are satisfied with the outcomes.”
• “Jack’s presentation skills are excellent. He should elevate written communication to match the quality of verbal presentations, offering more comprehensive and well-structured documentation.”
• “Avery’s clarity in explaining complex concepts is valued by colleagues. She should develop persuasive communication skills to enhance her ability to secure project proposals and buy-in from stakeholders.”

Feedback on Time Management and Productivity

• “Isabella’s efficient time management skills contribute to the team’s success. She should explore time-tracking tools to further optimize her workflow and maximize her efficiency.”
• “Henry’s remarkable productivity sets a high standard. He should maintain a balanced approach to tasks to prevent burnout and ensure sustainable long-term performance.”
• “Luna’s impressive task prioritization and strategic time allocation should be fine-tuned with goal-setting techniques to ensure consistent productivity aligned with objectives.”
• “Leo’s great deadline adherence is commendable. He should incorporate short breaks into the schedule to enhance productivity and focus, allowing for the consistent meeting of high standards.”
• “Mila’s multitasking abilities are a valuable skill. She should strive to implement regular time-blocking sessions into the daily routine to further enhance time management capabilities.”

Do’s and Don’t of Peer Review Feedback

Peer review feedback can be extremely helpful for intellectual growth and professional development. Engaging in this process with thoughtfulness and precision can have a profound impact on both the reviewer and the individual seeking feedback.

However, there are certain do’s and don’ts that must be observed to ensure that the feedback is not only constructive but also conducive to a positive and productive learning environment.

The Do’s of Peer Review Feedback:

Empathize and Relate : Put yourself in the shoes of the person receiving the feedback. Recognize the effort and intention behind their work, and frame your comments with sensitivity.

Ground Feedback in Data : Base your feedback on concrete evidence and specific examples from the work being reviewed. This not only adds credibility to your comments but also helps the recipient understand precisely where improvements are needed.

Clear and Concise Writing : Express your thoughts in a clear and straightforward manner. Avoid jargon or ambiguous language that may lead to misinterpretation.

Offer Constructive Criticism : Focus on providing feedback that can guide improvement. Instead of simply pointing out flaws, suggest potential solutions or alternatives.

Highlight Strength s: Acknowledge and commend the strengths in the work. Recognizing what’s done well can motivate the individual to build on their existing skills.

The Don’ts of Peer Review Feedback:

Avoid Ambiguity : Vague or overly general comments such as “It’s not good” do not provide actionable guidance. Be specific in your observations.

Refrain from Personal Attacks : Avoid making the feedback personal or overly critical. Concentrate on the work and its improvement, not on the individual.

Steer Clear of Subjective Opinions : Base your feedback on objective criteria and avoid opinions that may not be universally applicable.

Resist Overloading with Suggestions : While offering suggestions for improvement is important, overwhelming the recipient with a laundry list of changes can be counterproductive.

Don’t Skip Follow-Up : Once you’ve provided feedback, don’t leave the process incomplete. Follow up and engage in a constructive dialogue to ensure that the feedback is understood and applied effectively.

Remember that the art of giving peer review feedback is a valuable skill, and when done right, it can foster professional growth, foster collaboration, and inspire continuous improvement. This is where performance management software like Peoplebox come into play.

Start Collecting Peer Review Feedback On Peoplebox 

In a world where the continuous improvement of your workforce is paramount, harnessing the potential of peer review feedback is a game-changer. Peoplebox offers a suite of powerful features that revolutionize performance management, simplifying the alignment of people with business goals and driving success. Want to experience it first hand? Take a quick tour of our product.

Through Peoplebox, you can effortlessly establish peer reviews, customizing key aspects such as:

• Allowing the reviewee to select their peers
• Seeking managerial approval for chosen peers to mitigate bias
• Determining the number of peers eligible for review, and more.

And the best part? Peoplebox lets you do all this from right within Slack.

Peer Review Feedback Template That You Can Use Right Away

Still on the fence about using software for performance reviews? Here’s a quick ready-to-use peer review template you can use to kickstart the peer review process.

Download the Free Peer Review Feedback Form here.

If you ever reconsider and are looking for a more streamlined approach to handle 360 feedback, give Peoplebox a shot!

Frequently Asked Questions

Why is peer review feedback important.

Peer review feedback provides a well-rounded view of employee performance, fosters skill enhancement, encourages accountability, strengthens team cohesion, ensures fair assessment, and identifies blind spots early on.

How does peer review feedback benefit employees?

Peer review feedback offers employees valuable insights for growth, helps them identify areas for improvement, provides recognition for their efforts, and fosters a culture of collaboration and continuous learning.

What are some best practices for giving constructive peer feedback?

Best practices include grounding feedback in specific examples, offering both praise and areas for improvement, focusing on actionable suggestions, maintaining professionalism, and ensuring feedback is clear and respectful.

What role does HR software like Peoplebox play in peer review feedback?

HR software like Peoplebox streamlines the peer review process by allowing customizable feedback, integration with collaboration tools like Slack, easy selection of reviewers, and providing templates and tools for effective feedback.

How can HR professionals promote a culture of feedback and openness in their organization?

HR professionals can promote a feedback culture by leading by example, providing training on giving and receiving feedback, recognizing and rewarding constructive feedback, creating safe spaces for communication, and fostering a culture of continuous improvement.

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How to Write a Peer Review

When you write a peer review for a manuscript, what should you include in your comments? What should you leave out? And how should the review be formatted?

This guide provides quick tips for writing and organizing your reviewer report.

Review Outline

Use an outline for your reviewer report so it’s easy for the editors and author to follow. This will also help you keep your comments organized.

Think about structuring your review like an inverted pyramid. Put the most important information at the top, followed by details and examples in the center, and any additional points at the very bottom.

Here’s how your outline might look:

1. Summary of the research and your overall impression

In your own words, summarize what the manuscript claims to report. This shows the editor how you interpreted the manuscript and will highlight any major differences in perspective between you and the other reviewers. Give an overview of the manuscript’s strengths and weaknesses. Think about this as your “take-home” message for the editors. End this section with your recommended course of action.

2. Discussion of specific areas for improvement

It’s helpful to divide this section into two parts: one for major issues and one for minor issues. Within each section, you can talk about the biggest issues first or go systematically figure-by-figure or claim-by-claim. Number each item so that your points are easy to follow (this will also make it easier for the authors to respond to each point). Refer to specific lines, pages, sections, or figure and table numbers so the authors (and editors) know exactly what you’re talking about.

Major vs. minor issues

What’s the difference between a major and minor issue? Major issues should consist of the essential points the authors need to address before the manuscript can proceed. Make sure you focus on what is  fundamental for the current study . In other words, it’s not helpful to recommend additional work that would be considered the “next step” in the study. Minor issues are still important but typically will not affect the overall conclusions of the manuscript. Here are some examples of what would might go in the “minor” category:

• Missing references (but depending on what is missing, this could also be a major issue)
• Technical clarifications (e.g., the authors should clarify how a reagent works)
• Data presentation (e.g., the authors should present p-values differently)
• Typos, spelling, grammar, and phrasing issues

3. Any other points

Confidential comments for the editors.

Some journals have a space for reviewers to enter confidential comments about the manuscript. Use this space to mention concerns about the submission that you’d want the editors to consider before sharing your feedback with the authors, such as concerns about ethical guidelines or language quality. Any serious issues should be raised directly and immediately with the journal as well.

This section is also where you will disclose any potentially competing interests, and mention whether you’re willing to look at a revised version of the manuscript.

Do not use this space to critique the manuscript, since comments entered here will not be passed along to the authors.  If you’re not sure what should go in the confidential comments, read the reviewer instructions or check with the journal first before submitting your review. If you are reviewing for a journal that does not offer a space for confidential comments, consider writing to the editorial office directly with your concerns.

Get this outline in a template

Giving Feedback

Giving feedback is hard. Giving effective feedback can be even more challenging. Remember that your ultimate goal is to discuss what the authors would need to do in order to qualify for publication. The point is not to nitpick every piece of the manuscript. Your focus should be on providing constructive and critical feedback that the authors can use to improve their study.

If you’ve ever had your own work reviewed, you already know that it’s not always easy to receive feedback. Follow the golden rule: Write the type of review you’d want to receive if you were the author. Even if you decide not to identify yourself in the review, you should write comments that you would be comfortable signing your name to.

In your comments, use phrases like “ the authors’ discussion of X” instead of “ your discussion of X .” This will depersonalize the feedback and keep the focus on the manuscript instead of the authors.

General guidelines for effective feedback

• Justify your recommendation with concrete evidence and specific examples.
• Be specific so the authors know what they need to do to improve.
• Be thorough. This might be the only time you read the manuscript.
• Be professional and respectful. The authors will be reading these comments too.
• Remember to say what you liked about the manuscript!

Don’t

• Recommend additional experiments or  unnecessary elements that are out of scope for the study or for the journal criteria.
• Tell the authors exactly how to revise their manuscript—you don’t need to do their work for them.
• Use the review to promote your own research or hypotheses.
• Focus on typos and grammar. If the manuscript needs significant editing for language and writing quality, just mention this in your comments.
• Submit your review without proofreading it and checking everything one more time.

Before and After: Sample Reviewer Comments

Keeping in mind the guidelines above, how do you put your thoughts into words? Here are some sample “before” and “after” reviewer comments

✗ Before

“The authors appear to have no idea what they are talking about. I don’t think they have read any of the literature on this topic.”

✓ After

“The study fails to address how the findings relate to previous research in this area. The authors should rewrite their Introduction and Discussion to reference the related literature, especially recently published work such as Darwin et al.”

“The writing is so bad, it is practically unreadable. I could barely bring myself to finish it.”

“While the study appears to be sound, the language is unclear, making it difficult to follow. I advise the authors work with a writing coach or copyeditor to improve the flow and readability of the text.”

“It’s obvious that this type of experiment should have been included. I have no idea why the authors didn’t use it. This is a big mistake.”

“The authors are off to a good start, however, this study requires additional experiments, particularly [type of experiment]. Alternatively, the authors should include more information that clarifies and justifies their choice of methods.”

Suggested Language for Tricky Situations

You might find yourself in a situation where you’re not sure how to explain the problem or provide feedback in a constructive and respectful way. Here is some suggested language for common issues you might experience.

What you think : The manuscript is fatally flawed. What you could say: “The study does not appear to be sound” or “the authors have missed something crucial”.

What you think : You don’t completely understand the manuscript. What you could say : “The authors should clarify the following sections to avoid confusion…”

What you think : The technical details don’t make sense. What you could say : “The technical details should be expanded and clarified to ensure that readers understand exactly what the researchers studied.”

What you think: The writing is terrible. What you could say : “The authors should revise the language to improve readability.”

What you think : The authors have over-interpreted the findings. What you could say : “The authors aim to demonstrate [XYZ], however, the data does not fully support this conclusion. Specifically…”

What does a good review look like?

Check out the peer review examples at F1000 Research to see how other reviewers write up their reports and give constructive feedback to authors.

Time to Submit the Review!

Be sure you turn in your report on time. Need an extension? Tell the journal so that they know what to expect. If you need a lot of extra time, the journal might need to contact other reviewers or notify the author about the delay.

Tip: Building a relationship with an editor

You’ll be more likely to be asked to review again if you provide high-quality feedback and if you turn in the review on time. Especially if it’s your first review for a journal, it’s important to show that you are reliable. Prove yourself once and you’ll get asked to review again!

• Getting started as a reviewer
• Responding to an invitation
• Reading a manuscript
• Writing a peer review

The contents of the Peer Review Center are also available as a live, interactive training session, complete with slides, talking points, and activities. …

The contents of the Writing Center are also available as a live, interactive training session, complete with slides, talking points, and activities. …

There’s a lot to consider when deciding where to submit your work. Learn how to choose a journal that will help your study reach its audience, while reflecting your values as a researcher…

The Savvy Scientist

Experiences of a London PhD student and beyond

My Complete Guide to Academic Peer Review: Example Comments & How to Make Paper Revisions

Once you’ve submitted your paper to an academic journal you’re in the nerve-racking position of waiting to hear back about the fate of your work. In this post we’ll cover everything from potential responses you could receive from the editor and example peer review comments through to how to submit revisions.

My first first-author paper was reviewed by five (yes 5!) reviewers and since then I’ve published several others papers, so now I want to share the insights I’ve gained which will hopefully help you out!

This post is part of my series to help with writing and publishing your first academic journal paper. You can find the whole series here: Writing an academic journal paper .

The Peer Review Process

When you submit a paper to a journal, the first thing that will happen is one of the editorial team will do an initial assessment of whether or not the article is of interest. They may decide for a number of reasons that the article isn’t suitable for the journal and may reject the submission before even sending it out to reviewers.

If this happens hopefully they’ll have let you know quickly so that you can move on and make a start targeting a different journal instead.

Handy way to check the status – Sign in to the journal’s submission website and have a look at the status of your journal article online. If you can see that the article is under review then you’ve passed that first hurdle!

When your paper is under peer review, the journal will have set out a framework to help the reviewers assess your work. Generally they’ll be deciding whether the work is to a high enough standard.

Interested in reading about what reviewers are looking for? Check out my post on being a reviewer for the first time. Peer-Reviewing Journal Articles: Should You Do It? Sharing What I Learned From My First Experiences .

Once the reviewers have made their assessments, they’ll return their comments and suggestions to the editor who will then decide how the article should proceed.

How Many People Review Each Paper?

The editor ideally wants a clear decision from the reviewers as to whether the paper should be accepted or rejected. If there is no consensus among the reviewers then the editor may send your paper out to more reviewers to better judge whether or not to accept the paper.

If you’ve got a lot of reviewers on your paper it isn’t necessarily that the reviewers disagreed about accepting your paper.

You can also end up with lots of reviewers in the following circumstance:

• The editor asks a certain academic to review the paper but doesn’t get a response from them
• The editor asks another academic to step in
• The initial reviewer then responds

Next thing you know your work is being scrutinised by extra pairs of eyes!

As mentioned in the intro, my first paper ended up with five reviewers!

Potential Journal Responses

Assuming that the paper passes the editor’s initial evaluation and is sent out for peer-review, here are the potential decisions you may receive:

• Reject the paper. Sadly the editor and reviewers decided against publishing your work. Hopefully they’ll have included feedback which you can incorporate into your submission to another journal. I’ve had some rejections and the reviewer comments were genuinely useful.
• Accept the paper with major revisions . Good news: with some more work your paper could get published. If you make all the changes that the reviewers suggest, and they’re happy with your responses, then it should get accepted. Some people see major revisions as a disappointment but it doesn’t have to be.
• Accept the paper with minor revisions. This is like getting a major revisions response but better! Generally minor revisions can be addressed quickly and often come down to clarifying things for the reviewers: rewording, addressing minor concerns etc and don’t require any more experiments or analysis. You stand a really good chance of getting the paper published if you’ve been given a minor revisions result.
• Accept the paper with no revisions . I’m not sure that this ever really happens, but it is potentially possible if the reviewers are already completely happy with your paper!

Keen to know more about academic publishing? My series on publishing is now available as a free eBook. It includes my experiences being a peer reviewer. Click the image below for access.

Example Peer Review Comments & Addressing Reviewer Feedback

If your paper has been accepted but requires revisions, the editor will forward to you the comments and concerns that the reviewers raised. You’ll have to address these points so that the reviewers are satisfied your work is of a publishable standard.

It is extremely important to take this stage seriously. If you don’t do a thorough job then the reviewers won’t recommend that your paper is accepted for publication!

You’ll have to put together a resubmission with your co-authors and there are two crucial things you must do:

• Make revisions to your manuscript based off reviewer comments
• Reply to the reviewers, telling them the changes you’ve made and potentially changes you’ve not made in instances where you disagree with them. Read on to see some example peer review comments and how I replied!

Before making any changes to your actual paper, I suggest having a thorough read through the reviewer comments.

Once you’ve read through the comments you might be keen to dive straight in and make the changes in your paper. Instead, I actually suggest firstly drafting your reply to the reviewers.

Why start with the reply to reviewers? Well in a way it is actually potentially more important than the changes you’re making in the manuscript.

Imagine when a reviewer receives your response to their comments: you want them to be able to read your reply document and be satisfied that their queries have largely been addressed without even having to open the updated draft of your manuscript. If you do a good job with the replies, the reviewers will be better placed to recommend the paper be accepted!

By starting with your reply to the reviewers you’ll also clarify for yourself what changes actually have to be made to the paper.

So let’s now cover how to reply to the reviewers.

1. Replying to Journal Reviewers

It is so important to make sure you do a solid job addressing your reviewers’ feedback in your reply document. If you leave anything unanswered you’re asking for trouble, which in this case means either a rejection or another round of revisions: though some journals only give you one shot! Therefore make sure you’re thorough, not just with making the changes but demonstrating the changes in your replies.

It’s no good putting in the work to revise your paper but not evidence it in your reply to the reviewers!

There may be points that reviewers raise which don’t appear to necessitate making changes to your manuscript, but this is rarely the case. Even for comments or concerns they raise which are already addressed in the paper, clearly those areas could be clarified or highlighted to ensure that future readers don’t get confused.

How to Reply to Journal Reviewers

Some journals will request a certain format for how you should structure a reply to the reviewers. If so this should be included in the email you receive from the journal’s editor. If there are no certain requirements here is what I do:

• Copy and paste all replies into a document.
• Separate out each point they raise onto a separate line. Often they’ll already be nicely numbered but sometimes they actually still raise separate issues in one block of text. I suggest separating it all out so that each query is addressed separately.
• Form your reply for each point that they raise. I start by just jotting down notes for roughly how I’ll respond. Once I’m happy with the key message I’ll write it up into a scripted reply.
• Finally, go through and format it nicely and include line number references for the changes you’ve made in the manuscript.

By the end you’ll have a document that looks something like:

Reviewer 1 Point 1: [Quote the reviewer’s comment] Response 1: [Address point 1 and say what revisions you’ve made to the paper] Point 2: [Quote the reviewer’s comment] Response 2: [Address point 2 and say what revisions you’ve made to the paper] Then repeat this for all comments by all reviewers!

What To Actually Include In Your Reply To Reviewers

For every single point raised by the reviewers, you should do the following:

• Address their concern: Do you agree or disagree with the reviewer’s comment? Either way, make your position clear and justify any differences of opinion. If the reviewer wants more clarity on an issue, provide it. It is really important that you actually address their concerns in your reply. Don’t just say “Thanks, we’ve changed the text”. Actually include everything they want to know in your reply. Yes this means you’ll be repeating things between your reply and the revisions to the paper but that’s fine.
• Reference changes to your manuscript in your reply. Once you’ve answered the reviewer’s question, you must show that you’re actually using this feedback to revise the manuscript. The best way to do this is to refer to where the changes have been made throughout the text. I personally do this by include line references. Make sure you save this right until the end once you’ve finished making changes!

Example Peer Review Comments & Author Replies

In order to understand how this works in practice I’d suggest reading through a few real-life example peer review comments and replies.

The good news is that published papers often now include peer-review records, including the reviewer comments and authors’ replies. So here are two feedback examples from my own papers:

Example Peer Review: Paper 1

Quantifying 3D Strain in Scaffold Implants for Regenerative Medicine, J. Clark et al. 2020 – Available here

This paper was reviewed by two academics and was given major revisions. The journal gave us only 10 days to get them done, which was a bit stressful!

• Reviewer Comments
• My reply to Reviewer 1
• My reply to Reviewer 2

One round of reviews wasn’t enough for Reviewer 2…

• My reply to Reviewer 2 – ROUND 2

Thankfully it was accepted after the second round of review, and actually ended up being selected for this accolade, whatever most notable means?!

Nice to see our recent paper highlighted as one of the most notable articles, great start to the week! Thanks @Materials_mdpi 😀 #openaccess & available here: https://t.co/AKWLcyUtpC @ICBiomechanics @julianrjones @saman_tavana pic.twitter.com/ciOX2vftVL — Jeff Clark (@savvy_scientist) December 7, 2020

Example Peer Review: Paper 2

Exploratory Full-Field Mechanical Analysis across the Osteochondral Tissue—Biomaterial Interface in an Ovine Model, J. Clark et al. 2020 – Available here

This paper was reviewed by three academics and was given minor revisions.

• My reply to Reviewer 3

I’m pleased to say it was accepted after the first round of revisions 🙂

Things To Be Aware Of When Replying To Peer Review Comments

• Generally, try to make a revision to your paper for every comment. No matter what the reviewer’s comment is, you can probably make a change to the paper which will improve your manuscript. For example, if the reviewer seems confused about something, improve the clarity in your paper. If you disagree with the reviewer, include better justification for your choices in the paper. It is far more favourable to take on board the reviewer’s feedback and act on it with actual changes to your draft.
• Organise your responses. Sometimes journals will request the reply to each reviewer is sent in a separate document. Unless they ask for it this way I stick them all together in one document with subheadings eg “Reviewer 1” etc.
• Make sure you address each and every question. If you dodge anything then the reviewer will have a valid reason to reject your resubmission. You don’t need to agree with them on every point but you do need to justify your position.
• Be courteous. No need to go overboard with compliments but stay polite as reviewers are providing constructive feedback. I like to add in “We thank the reviewer for their suggestion” every so often where it genuinely warrants it. Remember that written language doesn’t always carry tone very well, so rather than risk coming off as abrasive if I don’t agree with the reviewer’s suggestion I’d rather be generous with friendliness throughout the reply.

2. How to Make Revisions To Your Paper

Once you’ve drafted your replies to the reviewers, you’ve actually done a lot of the ground work for making changes to the paper. Remember, you are making changes to the paper based off the reviewer comments so you should regularly be referring back to the comments to ensure you’re not getting sidetracked.

Reviewers could request modifications to any part of your paper. You may need to collect more data, do more analysis, reformat some figures, add in more references or discussion or any number of other revisions! So I can’t really help with everything, even so here is some general advice:

• Use tracked-changes. This is so important. The editor and reviewers need to be able to see every single change you’ve made compared to your first submission. Sometimes the journal will want a clean copy too but always start with tracked-changes enabled then just save a clean copy afterwards.
• Be thorough . Try to not leave any opportunity for the reviewers to not recommend your paper to be published. Any chance you have to satisfy their concerns, take it. For example if the reviewers are concerned about sample size and you have the means to include other experiments, consider doing so. If they want to see more justification or references, be thorough. To be clear again, this doesn’t necessarily mean making changes you don’t believe in. If you don’t want to make a change, you can justify your position to the reviewers. Either way, be thorough.
• Use your reply to the reviewers as a guide. In your draft reply to the reviewers you should have already included a lot of details which can be incorporated into the text. If they raised a concern, you should be able to go and find references which address the concern. This reference should appear both in your reply and in the manuscript. As mentioned above I always suggest starting with the reply, then simply adding these details to your manuscript once you know what needs doing.

Putting Together Your Paper Revision Submission

• Once you’ve drafted your reply to the reviewers and revised manuscript, make sure to give sufficient time for your co-authors to give feedback. Also give yourself time afterwards to make changes based off of their feedback. I ideally give a week for the feedback and another few days to make the changes.
• When you’re satisfied that you’ve addressed the reviewer comments, you can think about submitting it. The journal may ask for another letter to the editor, if not I simply add to the top of the reply to reviewers something like:

“Dear [Editor], We are grateful to the reviewer for their positive and constructive comments that have led to an improved manuscript.  Here, we address their concerns/suggestions and have tracked changes throughout the revised manuscript.”

Once you’re ready to submit:

• Double check that you’ve done everything that the editor requested in their email
• Double check that the file names and formats are as required
• Triple check you’ve addressed the reviewer comments adequately
• Click submit and bask in relief!

You won’t always get the paper accepted, but if you’re thorough and present your revisions clearly then you’ll put yourself in a really good position. Remember to try as hard as possible to satisfy the reviewers’ concerns to minimise any opportunity for them to not accept your revisions!

Best of luck!

I really hope that this post has been useful to you and that the example peer review section has given you some ideas for how to respond. I know how daunting it can be to reply to reviewers, and it is really important to try to do a good job and give yourself the best chances of success. If you’d like to read other posts in my academic publishing series you can find them here:

Blog post series: Writing an academic journal paper

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How to Write Constructive Peer Review Comments: Tips every journal should give referees

Like the art of tightrope walking, writing helpful peer review comments requires honing the ability to traverse many fine lines.

Referees have to strike a balance between being too critical or too careful, too specific or too vague, too conclusive or too open-ended — and the list goes on. Regardless of the stage of a scholar’s career, learning how to write consistently constructive peer review comments takes time and practice.

Most scholars embark on peer review with little to no formal training. So a bit of guidance from journals before taking on assignments is often welcome and can make a big difference in review quality. In this blog post, we’re rounding up 7 tips journals can give referees to help them conduct solid peer reviews and deliver feedback effectively.

You can incorporate these tips into your journal reviewer guidelines and any training materials you prepare, or feel free to link reviewers straight to this blog post!

Take steps to avoid decision fatigue

Did you know that some sources suggest adults make upwards of 35,000 decisions per day ? Hard to believe, right?!

Whether that stat is indeed the norm, there’s no question that we humans make MANY choices on the regular, from what to wear and what route to take to work to avoid construction to which emails to respond to first and how to go about that really tricky research project in the midst of tackling usual tasks, meetings — and, well, everything else. And that’s all likely before 10 AM!

In his blog post “ How to Peer Review ,” Dr. Matthew Might, Professor in the Department of Medicine and Director of the Hugh Kaul Precision Medicine Institute at the University of Alabama at Birmingham, explained that over time the compounding mental strain of so much deliberation can result in a phenomenon known as decision fatigue . Decision fatigue is a deterioration in decision-making quality, which for busy peer reviewers can lead to writing less than articulate comments at best and missing critical points at worst.

In order to avoid decision fatigue, Might said scholars should try to work on peer reviews early in the day before they become bogged down with other matters. Additionally, he advises referees to work on no more than one review at a time when possible, or within one sitting at least, and to avoid reviewing when they feel tired or hungry. Taking steps to prevent decision fatigue can help scholars produce higher quality comments and, ultimately, write reviews faster because they’ll be working on them at times when they’re likely to be more focused and productive.

Of course, referees won’t always be able to follow every one of the above recommendations all of the time, nor will journal editors know if they have. But, it’s worth it for editors to remind reviewers to take decision fatigue into account before accepting and starting assignments.

Be cognizant of conscious and unconscious biases

Another decision-making factor that can cloud peer reviewers’ judgment that all editors should be hyper-attuned to is conscious and unconscious biases. Journal ethical guidelines are, of course, the first line of defense for preventing explicit biases. Every journal should have conflict of interest policies on when and how to disclose potential competing interests (e.g., financial ties, academic commitments, personal relationships) that could influence reviewers’ (as well as editors’ and authors’) level of objectivity in the publication process. The Committee on Publication Ethics offers many helpful guides for developing conflict of interest / competing interest statements, and medical journals can find a “summary of key elements for peer-reviewed medical journal’s conflict of interest policies” from The World Association of Medical Editors (WAME) here .

But what about unconscious biases that could have potentially insidious impacts on peer reviews?

Journals can help curb implicit bias by following double-anonymized peer review processes. Though, as the editors of Clinical and Translational Gastroenterology acknowledged in an announcement about their decision to move to double-anonymized peer review, even when all parties’ identities are concealed “unintentional exposure of author or institution identity is sometimes unavoidable, such as in small, specialized fields or subsequent to early sharing of data at conferences.”

Truly tackling unconscious biases requires getting to their roots, starting with acknowledging that they exist. Journals should remind reviewers to be cognizant of the fact that everyone harbors implicit biases that could impact their decision-making, as IOPScience does here and Cambridge University Press does here and provide tips for spotting and addressing biases. IOP advises reviewers to “focus on facts rather than feelings, slow down your decision making, and consider and reconsider the reasons for your conclusions.” And CUP reminds referees that “rooting your review in evidence from the paper or proposal is crucial in avoiding bias.”

Journals can also offer unconscious bias prevention training or direct referees to available resources such as this recorded Peer Reviewer Unconscious Bias webinar from the American Heart Association.

Null or negative results aren’t a basis for rejection

Speaking of forms of bias that can affect the peer review process, “positive results bias” — or the tendency to want to accept and publish positive results rather than null or negative results — is a common one. In a Royal Society blog post on what makes a good peer review, Head of the Department of Population Health at the London School of Hygiene & Tropical Medicine, Dr. Rebecca Sear, spoke to how positive results bias can throw a wrench in peer review. Speaking from the perspective of an author, editor, and reviewer, Sear said, “at worst, this distorts science by keeping valuable research out of the literature entirely. It also creates inefficiencies in the system when publishable research has to be submitted to multiple journals before publication, burdening several reviewers and editors with the costs of evaluating the same research. A further problem is that the anonymity typically given to peer reviewers can result in unprofessional behavior being unleashed on authors.”

Journals can help prevent positive results bias by clearly stating that recommendations regarding manuscript decisions should be made on the basis of the quality of the research question, methodology, and perceived accuracy (rather than positivity) of the findings. Remind reviewers (and editors) that null and negative results can also provide valuable and even novel contributions to the literature.

List the negatives and the positives

When it comes time to write peer review comments, some scholars may intentionally or not lean heavily towards giving criticism rather than praise. Of course, peer reviews need to be rigorous, and that requires a critical eye, but it’s important for reviewers to let authors know what they’re doing right also. Otherwise, the author may lose sight of the working parts of their submission and could end up actually making it worse in revisions.

Journals should remind reviewers that their goal is to help authors identify what they are doing correctly as well as where to improve . Reviews shouldn’t be so negative that the author ends up pulling apart their entire manuscript. Additionally, it’s worth reminding reviewers to keep snarky comments to themselves. As Dr. Might noted in his blog, the presence of sarcasm in peer review may nullify any useful feedback provided in the eyes of the author.

Give concrete examples and advice (within scope!)

No author likes hearing that an area of their paper “needs work” without getting context as to why. It’s essential to remind reviewers to back up their comments and opinions with concrete examples and suggestions for improvement and ensure that any recommendations they’re making are within the scope of the journal requirements and research subject matter in question.

Remind reviewers that if they make suggestions for authors to provide additional references, data points, or experiments, they should be within scope and something the reviewer can confirm they would be able (and willing) to do themselves if in the author’s position.

One of the best ways to help train reviewers on how to give constructive feedback is to provide them with real-world examples. These “ Peer Review Examples “ from F1000 are a great starting point.

Another way editors can help reviewers give more concrete commentary is by advising them to log their reactions and responses to a paper as they read it. This can help reviewers avoid making blanket criticisms about an entire work that are, in fact, only applicable to some sections. It may also encourage reviewers to recognize and point out more positives!

Providing reviewers with detailed feedback forms and manuscript assessment checklists is another surefire way to help them stay on track.

Don’t be afraid to seek support

Journals should also remind prospective reviewers that it’s OK to ask for support when working on peer reviews. For example, an early-career researcher might want to seek a mentor to co-author their first review with them or provide general guidance on how to determine whether an experiment was conducted in the best manner possible (keeping manuscript information confidential, of course).

To help new referees get their footing, journals can assist them in identifying mentorship opportunities where applicable and offer peer reviewer training or links to external resources. For example, Taylor & Francis has an “ Excellence in Peer Review “ course, and Sense About Science has a “ Peer Review Nuts and Bolts “ guide.

For journals dealing with specialized subject matter, it’s also critical to be prepared to bring in expert opinions when needed. Editors should let reviewers know not to hesitate to suggest bringing in an expert if they feel it’s necessary.

Follow the Golden Rule

Finally, perhaps the best piece of advice journals can give reviewers is to follow the Golden Rule. You know it, “do unto others as you would have them do unto you.”

In his “How to peer review” guide, Dr. Matthew Might provided a clear barometer for referees to determine if they’ve prepared a thorough and fair review. “Once you’ve completed your review, ask yourself if you would be satisfied with the quality had you received the same for your own work,” he said. “If the answer is no, revise.”

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Practical Peer Review Feedback Examples

As part of a team or organization, giving feedback is an integral part of providing constructive criticism and fostering a culture of growth and development. However, giving and receiving feedback can be daunting, especially when it involves discussing areas of improvement with peers or colleagues. In this blog, we will provide practical tips on how to provide effective peer review feedback, as well as valuable insights into delivering meaningful and constructive conversations using real-life examples.

Advice on Peer Feedback

There are a few common areas people flub when giving feedback to a peer or colleague. Let's go over these first to set some basic, best-practice ground rules.

Be Specific

Being specific when giving feedback is essential because it provides clarity and enables the recipient to understand exactly what aspects of their performance or behavior need improvement or reinforcement. Try to leave little room for ambiguity. Specific feedback should allow the person to focus their effort.

Concise feedback is almost always better. Be clear and don't dilute the point with extraneous information or softening. Concentrate the feedback on the most critical aspects that need attention. Be respectful of their time by only delivering the most succinct and targeted info.

Timely feedback is based on recent events or observations. This keeps the details top of mind for both parties. Delivering constructive feedback promptly ensures that it is still relevant and applicable, gives ample time for course correction, and can prevent any necessary escalation. Delivering positive feedback promptly can create a powerful connection between those actions and the desired outcome. Remember, feedback ages like milk.

Acknowledge Strengths

Peer review feedback, in particular, should be delivered tastefully. Generally, you're not in a position to tell the other party what they must do or who they need to be as an employee; instead, you're in a position of suggesting change based on observation. Acknowledging someones key strengths whilst delivering feedback shows you have a balanced perspective on their work. It helps create a constructive atmosphere with trust and psychological safety, which generally makes individuals more receptive to feedback.

Practice Empathy

Use "I" statements to take ownership of your perspective and to avoid sounding accusatory. Be sure to engage in active listening regarding feedback. Above all, put yourself in their shoes. Consider their perspective and reflect on how the might feel receiving the feedback. This will help you approach the conversation with the proper mindset.

DON'T Make it Personal

It should go without saying, but do not make it personal by attacking the other person or their character. Instead, focus on the work that was done and give specific and concise examples. Events and emotions outside of the professional environment should not make their way into the conversation.

DON'T Make Assumptions

It is important not to make assumptions when giving feedback to your peers. Avoid any assumptions without direct observation. It is better to stick with what you have seen and heard directly in order to give helpful feedback.

DON'T Share with Others

It is important to keep peer feedback confidential. That means not discussing it with other people unless you've agreed with your peer to do so. Trust is a key fundamental precursor for delivering and receiving feedback. Don't lose trust by sharing feedback outside of the appropriate bounds.

Examples of Peer Feedback

Applicable examples are always a bit tough. Feedback is almost entirely dependent on the person and situation. Nevertheless, here are some examples of feedback that represent the above best practices:

• "Hey Taylor, thanks for all of the great insights in today's meeting. I always appreciate your subject matter expertise and passion... I feel like that excitement gets the best of you at times. Today, I noticed that you cut off Amber and Jess while they were still speaking. I'm worried it can hinder the free flow of collaboration within the team. In the spirit of constant improvement, I decided it was worth a mention."
• "Hi Matt, some quick feedback I had on the report you submitted yesterday. First off, the content was well-researched and thorough. Unfortunately, I also noticed a few grammar and formatting errors (which you'll see I marked throughout). I think taking some extra time to proofread and edit would ensure that your excellent work shines through."
• "Hi Cheryl, I wanted to discuss the recent project you led. I think you demonstrated strong leadership skills and guided the team extremely effectively. I'm happy with the project overall, but it was difficult for me to get timely status updates to pass along to my colleagues. I'm hopeful next time we can create a more consistent process to keep everyone in the loop and reduce any miscommunication."
• "Hey Tom, I appreciate your hard work and dedication to meeting deadlines. However, I've noticed that you sometimes take on too many tasks simultaneously, which can affect the quality of your output. I think it might be helpful for you to delegate some tasks or ask for assistance when you feel overwhelmed, so you can maintain your high standards."
• "Hello Jane, I wanted to talk to you about the presentation you delivered yesterday. Your content was excellent and well-researched, but I noticed that your speaking pace was quite fast, which made it a bit challenging to absorb all the information. I think slowing down a bit and incorporating pauses would allow the audience to fully grasp your key points and engage with the material."

In Conclusion

Giving feedback is crucial in fostering a culture of growth and development in any professional environment. Consistent feedback processes can lead to significant improvements in team performance. By using these practical tips and examples, you can improve your feedback delivery and create an environment of openness and continued learning. Be sure to understand all of the employee feedback tools available at your organization and use them to your benefit.

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50 Great Peer Review Examples: Sample Phrases + Scenarios

Peer review is a concept that has multiple different applications and definitions. Depending on your field, the definition of peer review can change greatly.

In the workplace, the meaning of peer review or peer feedback is that it is simply the input of a peer or colleague on another peer’s performance, attitude, output, or any other performance metric .

While in the academic world peer review’s definition is the examination of an academic paper by another fellow scholar in the field.

Even in the American legal system , people are judged in front of a jury made up of their peers.

It is clear as day that peer feedback carries a lot of weight and power. The input from someone who has the same experience with you day in and day out is on occasion, more meaningful than the feedback from direct reports or feedback from managers .

So here are 50 peer review examples and sample peer feedback phrases that can help you practice peer-to-peer feedback more effectively!

Table of Contents

Peer Feedback Examples: Offering Peers Constructive Criticism

One of the most difficult types of feedback to offer is constructive criticism. Whether you are a chief people officer or a junior employee, offering someone constructive criticism is a tight rope to walk.

When you are offering constructive criticism to a peer? That difficulty level is doubled. People can take constructive criticism from above or below.

One place where criticism can really sting is when it comes from someone at their level. That is why the peer feedback phrases below can certainly be of help.

Below you will find 10 peer review example phrases that offer constructive feedback to peers:

• “I really appreciate the effort you’ve put into this project, especially your attention to detail in the design phase. I wonder if considering alternative approaches to the user interface might enhance user engagement. Perhaps we could explore some user feedback or current trends in UI design to guide us.”
• “Your presentation had some compelling points, particularly the data analysis section. However, I noticed a few instances where the connection between your arguments wasn’t entirely clear. For example, when transitioning from the market analysis to consumer trends, a clearer linkage could help the audience follow your thought process more effectively.”
• “I see you’ve put a lot of work into developing this marketing strategy, and it shows promise. To address the issue with the target demographic, it might be beneficial to integrate more specific market research data. I can share a few resources on market analysis that could provide some valuable insights for this section.”
• “You’ve done an excellent job balancing different aspects of the project, but I think there’s an opportunity to enhance the overall impact by integrating some feedback we received in the last review. For instance, incorporating more user testimonials could strengthen our case study section.”
• “Your report is well-structured and informative. I would suggest revisiting the conclusions section to ensure that it aligns with the data presented earlier. Perhaps adding a summary of key findings before concluding would reinforce the report’s main takeaways.”
• “In reviewing your work, I’m impressed by your analytical skills. I believe using ‘I’ statements could make your argument even stronger, as it would provide a personal perspective that could resonate more with the audience. For example, saying ‘I observed a notable trend…’ instead of ‘There is a notable trend…’ can add a personal touch.”
• “Your project proposal is thought-provoking and innovative. To enhance it further, have you considered asking reflective questions at the end of each section? This could encourage the reader to engage more deeply with the material, fostering a more interactive and thought-provoking dialogue.”
• “I can see the potential in your approach to solving this issue, and I believe with a bit more refinement, it could be very effective. Maybe a bit more focus on the scalability of the solution could highlight its long-term viability, which would be impressive to stakeholders.”
• “I admire the dedication you’ve shown in tackling this challenging project. If you’re open to it, I would be happy to collaborate on some of the more complex aspects, especially the data analysis. Together, we might uncover some additional insights that could enhance our findings.”
• “Your timely submission of the project draft is commendable. To make your work even more impactful, I suggest incorporating recent feedback we received on related projects. This could provide a fresh perspective and potentially uncover aspects we might not have considered.”

Sample Peer Review Phrases: Positive Reinforcement

Offering positive feedback to peers as opposed to constructive criticism is on the easier side when it comes to the feedback spectrum.

There are still questions that linger however, such as: “ How to offer positive feedback professionally? “

To help answer that question and make your life easier when offering positive reinforcements to peers, here are 10 positive peer review examples! Feel free to take any of the peer feedback phrases below and use them in your workplace in the right context!

• “Your ability to distill complex information into easy-to-understand visuals is exceptional. It greatly enhances the clarity of our reports.”
• “Congratulations on surpassing this quarter’s sales targets. Your dedication and strategic approach are truly commendable.”
• “The innovative solution you proposed for our workflow issue was a game-changer. It’s impressive how you think outside the box.”
• “I really appreciate the effort and enthusiasm you bring to our team meetings. It sets a positive tone that encourages everyone.”
• “Your continuous improvement in client engagement has not gone unnoticed. Your approach to understanding and addressing their needs is exemplary.”
• “I’ve noticed significant growth in your project management skills over the past few months. Your ability to keep things on track and communicate effectively is making a big difference.”
• “Thank you for your proactive approach in the recent project. Your foresight in addressing potential issues was key to our success.”
• “Your positive attitude, even when faced with challenges, is inspiring. It helps the team maintain momentum and focus.”
• “Your detailed feedback in the peer review process was incredibly helpful. It’s clear you put a lot of thought into providing meaningful insights.”
• “The way you facilitated the last workshop was outstanding. Your ability to engage and inspire participants sparked some great ideas.”

Peer Review Examples: Feedback Phrases On Skill Development

Peer review examples on talent development are one of the most necessary forms of feedback in the workplace.

Feedback should always serve a purpose. Highlighting areas where a peer can improve their skills is a great use of peer review.

Peers have a unique perspective into each other’s daily life and aspirations and this can quite easily be used to guide each other to fresh avenues of skill development.

So here are 10 peer sample feedback phrases for peers about developing new skillsets at work:

• “Considering your interest in data analysis, I think you’d benefit greatly from the advanced Excel course we have access to. It could really enhance your data visualization skills.”
• “I’ve noticed your enthusiasm for graphic design. Setting a goal to master a new design tool each quarter could significantly expand your creative toolkit.”
• “Your potential in project management is evident. How about we pair you with a senior project manager for a mentorship? It could be a great way to refine your skills.”
• “I came across an online course on persuasive communication that seems like a perfect fit for you. It could really elevate your presentation skills.”
• “Your technical skills are a strong asset to the team. To take it to the next level, how about leading a workshop to share your knowledge? It could be a great way to develop your leadership skills.”
• “I think you have a knack for writing. Why not take on the challenge of contributing to our monthly newsletter? It would be a great way to hone your writing skills.”
• “Your progress in learning the new software has been impressive. Continuing to build on this momentum will make you a go-to expert in our team.”
• “Given your interest in market research, I’d recommend diving into analytics. Understanding data trends could provide valuable insights for our strategy discussions.”
• “You have a good eye for design. Participating in a collaborative project with our design team could offer a deeper understanding and hands-on experience.”
• “Your ability to resolve customer issues is commendable. Enhancing your conflict resolution skills could make you even more effective in these situations.”

Peer Review Phrase Examples: Goals And Achievements

Equally important as peer review and feedback is peer recognition . Being recognized and appreciated by one’s peers at work is one of the best sentiments someone can experience at work.

Peer feedback when it comes to one’s achievements often comes hand in hand with feedback about goals.

One of the best goal-setting techniques is to attach new goals to employee praise . That is why our next 10 peer review phrase examples are all about goals and achievements.

While these peer feedback examples may not directly align with your situation, customizing them according to context is simple enough!

• “Your goal to increase client engagement has been impactful. Reviewing and aligning these goals quarterly could further enhance our outreach efforts.”
• “Setting a goal to reduce project delivery times has been a great initiative. Breaking this down into smaller milestones could provide clearer pathways to success.”
• “Your aim to improve team collaboration is commendable. Identifying specific collaboration tools and practices could make this goal even more attainable.”
• “I’ve noticed your dedication to personal development. Establishing specific learning goals for each quarter could provide a structured path for your growth.”
• “Celebrating your achievement in enhancing our customer satisfaction ratings is important. Let’s set new targets to maintain this positive trajectory.”
• “Your goal to enhance our brand’s social media presence has yielded great results. Next, we could focus on increasing engagement rates to build deeper connections with our audience.”
• “While striving to increase sales is crucial, ensuring we have measurable and realistic targets will help maintain team morale and focus.”
• “Your efforts to improve internal communication are showing results. Setting specific objectives for team meetings and feedback sessions could further this progress.”
• “Achieving certification in your field was a significant milestone. Now, setting a goal to apply this new knowledge in our projects could maximize its impact.”
• “Your initiative to lead community engagement projects has been inspiring. Let’s set benchmarks to track the positive changes and plan our next steps in community involvement.”

Peer Evaluation Examples: Communication Skills

The last area of peer feedback we will be covering in this post today is peer review examples on communication skills.

Since the simple act of delivering peer review or peer feedback depends heavily on one’s communication skills, it goes without saying that this is a crucial area.

Below you will find 10 sample peer evaluation examples that you can apply to your workplace with ease.

Go over each peer review phrase and select the ones that best reflect the feedback you want to offer to your peers!

• “Your ability to articulate complex ideas in simple terms has been a great asset. Continuously refining this skill can enhance our team’s understanding and collaboration.”
• “The strategies you’ve implemented to improve team collaboration have been effective. Encouraging others to share their methods can foster a more collaborative environment.”
• “Navigating the recent conflict with diplomacy and tact was impressive. Your approach could serve as a model for effective conflict resolution within the team.”
• “Your active listening during meetings is commendable. It not only shows respect for colleagues but also ensures that all viewpoints are considered, enhancing our decision-making process.”
• “Your adaptability in adjusting communication styles to different team members is key to our project’s success. This skill is crucial for maintaining effective collaboration across diverse teams.”
• “The leadership you displayed in coordinating the team project was instrumental in its success. Your ability to align everyone’s efforts towards a common goal is a valuable skill.”
• “Your presentation skills have significantly improved, effectively engaging and informing the team. Continued focus on this area can make your communication even more impactful.”
• “Promoting inclusivity in your communication has positively influenced our team’s dynamics. This approach ensures that everyone feels valued and heard.”
• “Your negotiation skills during the last project were key to reaching a consensus. Developing these skills further can enhance your effectiveness in future discussions.”
• “The feedback culture you’re fostering is creating a more dynamic and responsive team environment. Encouraging continuous feedback can lead to ongoing improvements and innovation.”

Best Way To Offer Peer Feedback: Using Feedback Software!

If you are offering feedback to peers or conducting peer review, you need a performance management tool that lets you digitize, streamline, and structure those processes effectively.

To help you do just that let us show you just how you can use the best performance management software for Microsoft Teams , Teamflect, to deliver feedback to peers!

While this particular example approaches peer review in the form of direct feedback, Teamflect can also help implement peer reviews inside performance appraisals for a complete peer evaluation.

Step 1: Head over to Teamflect’s Feedback Module

While Teamflect users can exchange feedback without leaving Microsoft Teams chat with the help of customizable feedback templates, the feedback module itself serves as a hub for all the feedback given and received.

Once inside the feedback module, all you have to do is click the “New Feedback” button to start giving structured and effective feedback to your peers!

Step 2: Select a feedback template

Teamflect has an extensive library of customizable feedback templates. You can either directly pick a template that best fits the topic on which you would like to deliver feedback to your peer or create a custom feedback template specifically for peer evaluations.

Once you’ve chosen your template, you can start giving feedback right then and there!

Optional: 360-Degree Feedback

Why stop with peer review? Include all stakeholders around the performance cycle into the feedback process with one of the most intuitive 360-degree feedback systems out there.

Request feedback about yourself or about someone else from everyone involved in their performance, including managers, direct reports, peers, and external parties.

Optional: Summarize feedback with AI

If you have more feedback on your hands then you can go through, summarize that feedback with the help of Teamflect’s AI assistant!

What Are The Benefits of Implementing Peer Review Systems?

Peer reviews have plenty of benefits to the individuals delivering the peer review, the ones receiving the peer evaluation, as well as the organization itself. So here are the 5 benefits of implementing peer feedback programs organization-wide.

1. Enhanced Learning and Understanding

Peer feedback promotes a deeper engagement with the material or project at hand. When individuals know they will be receiving and providing feedback, they have a brand new incentive to engage more thoroughly with the content.

2. Cultivation of Open Communication and Continuous Improvement

Establishing a norm where feedback is regularly exchanged fosters an environment of open communication.

People become more accustomed to giving and receiving constructive criticism, reducing defensiveness, and fostering a culture where continuous improvement is the norm.

3. Multiple Perspectives Enhance Quality

Peer feedback introduces multiple viewpoints, which can significantly enhance the quality of work. Different perspectives can uncover blind spots, introduce new ideas, and challenge existing ones, leading to more refined and well-rounded outcomes.

4. Encouragement of Personal and Professional Development

Feedback from peers can play a crucial role in personal and professional growth. It can highlight areas of strength and identify opportunities for development, guiding individuals toward their full potential.

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Written by Emre Ok

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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Fantastic Peer Review Feedback Examples You Can Swipe

Providing your co-workers with constructive criticism is not easy,  but one can agree it is an important part of an individual’s and the organisation’s growth. in this article, we dive deep and understand about review feedback, its importance, and the most subtle ways of providing them..

You might have heard the phrase – “teamwork is dream work,” right? But how does this phrase have such relevance? The main reason is the distribution of work, but with that comes the power of learning together.

When discussing an organisation, we all agree that we are a team. And being in a team, it is essential for the individual to understand their positive and negative points, and who else can be a better judge than the team members themselves, and there arrives the importance and need for peer feedback.

What are peer review feedbacks? What are peer review feedback examples? All What, Why, And How are answered in this blog, so read it until the end because it has much to offer.

What is peer review feedback?

A study has found that employees are 3x more engaged when receiving daily feedback from their managers than annual feedback. Furthermore, according to research, companies that give feedback consistently report turnover rates that are 14.9% lower than for employees who receive no feedback.

But what exactly is peer feedback? Going as per the theory, we can explain it as Peer review feedbacks are critiques and evaluations given by peers or colleagues within the same field of study or profession. It is a process where individuals review each other’s work, providing constructive criticism and feedback that can help improve the quality of the work.

One can use peer review feedback in various settings, including academic research, publishing, and performance evaluations. The purpose of peer review feedback is to ensure the work is high quality, accurate, and relevant to the intended audience.

What are the different types of peer review feedback?

360-degree feedback.

This is a type of peer review where employees receive feedback from their manager, colleagues, subordinates, and sometimes even external stakeholders. The feedback is collected anonymously, and the employee can use it to gain a holistic view of their performance and identify areas for improvement.

Get started for free today.

Team evaluation

In this type of peer review, team members evaluate each other’s performance based on their contribution to the team’s goals, their ability to collaborate and communicate effectively, and their work ethics. It can help the team identify areas for improvement and work together more effectively.

Project-based evaluation

In this type of peer review, team members evaluate each other’s performance based on their contributions to a specific project. It can help identify areas where individual team members excelled and areas where they could improve.

Role-playing

In this type of peer review, team members take on an employee’s role and simulate a performance evaluation scenario. It can help them practice giving employee feedback and identify areas where they may struggle in providing constructive criticism.

Why is peer review important?

Peer review feedback is essential for employees to improve their performance, develop their skills, and foster a culture of continuous learning and development in the workplace. It is like reviews for any brand; they pay immense attention to the reviews, as it helps them to grow.

You might have noticed many brands even embed Google reviews on websites , so it helps other consumers to understand the brand. Talking about employees, here are some of the critical reasons why peer review feedback is so important:

Provides a more well-rounded evaluation

Peer review feedback allows employees to receive feedback from their colleagues, who have a different perspective on their work than their supervisors or managers. This more well-rounded evaluation can give employees a more accurate picture of their strengths and weaknesses and help them identify areas for improvement.

Fosters a culture of feedback and learning

Peer review feedback can help create a culture of feedback and learning in the workplace, where employees are encouraged to provide constructive feedback and support each other’s growth and development.

Encourages open and honest communication

Peer review feedback can encourage open and honest communication between employees, allowing them to share their thoughts and feelings about each other’s work. It can help build trust and improve collaboration within the team.

Helps identify blind spots

Peer review feedback can help employees identify blind spots in their work that they may not be aware of. By receiving feedback from colleagues who work closely with them, employees can gain a new perspective on their work and identify areas where they can improve.

Helps develop specific skills

Peer review feedback can develop particular skills, such as communication, problem-solving, or collaboration. By receiving feedback on these skills, employees can work on developing them and become more effective in their roles.

Helps in career development

Peer review feedback can identify areas where employees need to develop skills to progress in their careers. This feedback can help employees create a plan for professional development and work on developing the necessary skills to advance in their careers.

Increases employee engagement

Peer review feedback can help increase employee engagement , showing that the organisation cares about its development and wants them to succeed. This can improve employee morale and lead to increased productivity and job satisfaction.

Improves teamwork

Peer review feedback can help improve teamwork and collaboration by identifying areas where team members need to work together more effectively. This can lead to more efficient workflows, better communication, and more successful project outcomes.

Peer review feedback examples

There are various examples and categories of peer reviews. For your convenience, we have filtered them separately and have mentioned some of the best peer feedback review examples of each type.

Positive peer review feedback examples

Positive feedback is an essential part of peer review, as it can help build morale, boost confidence, and reinforce positive behaviour. Here are some examples of positive feedback that can be given in a peer review:

“I really appreciate the effort you put into that project. Your attention to detail and hard work made a big difference.”

“You always come to meetings prepared and ready to contribute. Your insights are valuable, and I appreciate your dedication to the team.”

“Your communication skills are excellent. You do a great job of keeping everyone informed and making sure we are all on the same page.”

“I admire your positive attitude and ability to stay calm under pressure. It makes working with you a pleasure.”

“You have a great sense of humour, and your positive energy is contagious. It makes the workplace a more enjoyable place to be.”

“Your teamwork skills are outstanding. You are always willing to help out and go the extra mile to ensure the team’s success.”

“You have a talent for solving complex problems. Your creative solutions have been invaluable to the team.”

“Your leadership skills are impressive. You inspire the team to do their best and lead by example.”

“Your work ethic is outstanding. You are always willing to put in the extra effort to ensure the work is completed to a high standard.”

“You have a great eye for design. Your creativity and attention to detail have greatly impacted our projects.”

Negative peer review feedback examples

While often it can be challenging to give, negative feedback is integral to peer review. It can help employees identify areas for improvement and develop their skills. Here are some examples of negative feedback that can be given in a peer review:

“I noticed that you missed the deadline for the project. This created extra work for the team and caused delays. In the future, prioritizing deadlines is important to ensure the team can work efficiently.”

“I’ve noticed that you tend to interrupt others during meetings. This can make it difficult for everyone to participate and share their ideas. It’s important to give everyone a chance to speak and listen actively.”

“Your communication style can sometimes be abrupt and dismissive. This can come across as rude and make it difficult for others to work with you. It’s important to be mindful of your tone and approach when communicating with others.”

“I’ve noticed that you tend to avoid taking responsibility when things go wrong. This can create a lack of accountability and make it difficult for the team to work together effectively. It’s important to take ownership of your actions and work with the team to find solutions.”

“Your work quality has been inconsistent lately. It’s important to maintain a high level of quality in everything we do to ensure that our work meets the standards of our clients and stakeholders.”

“I’ve noticed that you tend to dominate conversations during meetings. Allowing everyone to speak and share their ideas is important to ensure that the team can work collaboratively and effectively.”

“Your attention to detail could be improved. It’s important to check your work carefully to ensure that it is error-free and meets the project’s requirements.”

“I’ve noticed that you tend to resist feedback and suggestions from others. It’s important to be open to feedback and consider different perspectives to ensure we can improve as a team.”

Improvement peer review feedback examples

Providing constructive feedback to peers can help them identify areas for improvement and develop their skills. Here are some examples of improving peer feedback that can be given in a peer review:

“I noticed you get easily overwhelmed when working on complex projects. Have you considered breaking down the project into smaller tasks and prioritizing them to make it more manageable?”

“Your presentation skills are strong, but there is room for improvement in your visual aids. Have you considered using more engaging and informative visuals to help convey your message?”

“You have a great work ethic, but I’ve noticed that you tend to struggle with time management. Have you considered setting clear goals and creating a schedule to help manage your workload more effectively?”

“Your written communication skills are good, but there is room for improvement in your grammar and spelling. Have you considered using a grammar checker or writing course to improve your skills?”

“Your problem-solving skills are strong, but I’ve noticed that you tend to jump to conclusions only after fully analyzing the situation. Have you considered taking more time to gather information and consider all the possible solutions before deciding?”

“You have strong technical skills, but there is room for improvement in your interpersonal skills. Have you considered taking a course or workshop to improve your communication and teamwork skills?”

“I’ve noticed that you tend to avoid taking on leadership roles. Have you considered taking on a leadership position or volunteering for a project that will help you develop these skills?”

“Your attention to detail is strong, but there is room for improvement in your ability to manage multiple tasks simultaneously. Have you considered using a task management tool or taking a course on time management?”

“Your creativity and problem-solving skills are impressive, but there is room for improvement in your ability to work collaboratively with others. Have you considered taking a course on teamwork and collaboration?”

“You have strong technical skills, but there is room for improvement in your ability to explain complex concepts to non-technical stakeholders. Have you considered practising your communication skills and focusing on simplifying technical jargon?”

Peer review feedback is essential for employees to improve their performance, develop their skills, and foster a culture of continuous learning and development in the workplace.

By encouraging open and honest communication, identifying blind spots, and developing specific skills, peer review feedback can help employees become more effective in their roles and advance in their careers. Additionally, by fostering a culture of feedback and learning, peer review feedback can improve teamwork, employee engagement, and organisational outcomes.

About the Author

I’m Daisy, a full-time techie and writing enthusiast. Have served over 10000+ clients all across the world. I have a distinctive and eccentric writing style and mainly my interests are inclined toward digital marketing trends and social media & review platforms (like Instagram, FB, Google, Airbnb review widget and Twitter, etc)

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Peer Review Examples (+14 Phrases to Use)

‍ Table of Contents:

Peer review feedback examples, what are the benefits of peer review feedback examples, what are peer review feedback examples, 5 key parts of good peer review examples, 14 examples of performance review phrases, how do you give peer review feedback to remote teams, the benefits of a feedback culture, how to implement a strong feedback culture.

A peer review is a type of evaluative feedback. It focuses on the strengths and areas of improvement for yourself, your team members, and even the organization as a whole. This form of evaluation can benefit all parties involved, helping to build self-awareness and grow in new ways that we might not have realized before. Of course, the best examples of peer review feedback are those that are well-received and effective in the workplace, which we will go over in the next section.

As mentioned, peer review feedback is a great way to identify your strengths and weaknesses and those of others. The benefits are two-fold: it helps you grow in new ways that may have been difficult for you before, while also making sure everyone involved feels confident about their abilities moving forward.

For instance, organizations with robust feedback cultures can close any gaps that hinder their performance and seize business opportunities whenever they present themselves. This dual benefit gives them competitive advantages that allow them to grow, along with a more positive workplace. Leading companies that enjoy these types of advantages include Cargill, Netflix, and Google. Peer review feedback can also be a great tool to use for conducting your annual performance reviews. They give managers visibility and insights that might not be possible otherwise. The feedback can help you better understand how your employees view their performance, as well as what they think the company's expectations are of them. This opportunity is especially helpful for those who work remotely—it allows managers to see things that might be missed otherwise.

For example, if an employee works from home often or telecommutes frequently, it can be more difficult for managers to get a sense of how they are doing. This is where peer review feedback comes in—if their peers notice issues that need attention, this provides the manager with valuable insights that might otherwise have gone unnoticed. Everyone must be on the same page about what exactly it is they want from these sessions and how their employees will benefit from receiving them.

A Gallup poll revealed that organizations that give their employees regular feedback have turnover rates that are almost 15% lower than for those employees that didn't receive any. This statistic indicates that regular reviews, including peer reviews, are important. However, so is giving the right kind of peer review feedback.

As such, when you have a peer review session, think about some good examples of the type of feedback that might be beneficial for both parties. These would be the relevant peer review examples you want to use for your organization.

One example would be to discuss ways in which the employee’s performance may have been exemplary when you give them their peer review feedback forms . This conversation gives the person being reviewed an idea about how well they're doing and where their strengths lie in the form of positive feedback. 

On the other hand, it also helps them know there is room for improvement where they may not have realized it before in the form of negative feedback.

Another example would be to discuss how you might improve how the person being reviewed conducts themselves on a day-to-day basis. Again, this action can help someone realize how their performance can be improved and provide them with suggestions that they might not have thought of before.

For example, you may notice that a team member tends to talk more than is necessary during meetings or wastes time by doing unnecessary tasks when other pressing matters are at hand. This type of negative feedback would allow the person receiving it to know what areas they need to work on and how they can improve themselves.

As mentioned previously, peer reviews are a great way of giving an employee concrete suggestions for the areas in which they need improvement, as well as those where their performance is exemplary.

To ensure that your team feels valued and confident moving forward, you should give them the best examples of peer review feedback possible. The following are five examples of what constitutes good peer review feedback:

1. Use anonymity. Keeping them anonymous so that the employee review makes workers feel comfortable with the content and don't feel any bias has entered the review process.

2. Scheduling them frequently enough. A good employee experience with peer reviews involves scheduling them often enough so that no one has an unwelcome surprise come annual or biannual performance appraisal time.

3. Keep them objective & constructive. Keep peer review feedback objective and constructive—your goal is to help improve the peers you're reviewing so they can continue to do an even better job than before!

4. Having key points to work on. Ask questions such as: what is the goal? And what does the company want people to get out of each session?

5. The right people giving the peer review . Personnel familiar with the employee's work should be the ones doing the employee evaluation, rating the reviewer's performance, and providing peer feedback.

You can use the following positive performance appraisal phrases to recognize and coach your employees for anything from regularly scheduled peer reviews to biannual and annual appraisals:

• "I can always count on you to..." ‍
• "You are a dependable employee who meets all deadlines." ‍
• "Your customer service is excellent. You make everyone feel welcome and comfortable, no matter how busy things get." ‍
• "The accounting work that you do for our team helps us out in the long run." ‍
• "I appreciate your helpfulness when it comes to training new employees. You always seem willing to take some time out of your day, even though you're busy with other tasks, to show them how we do things here at [COMPANY]." ‍
• "It's so nice to see you staying on top of your work. You never miss a deadline, and that is very important here at [COMPANY]." ‍
• "I can always count on you when I need something done immediately." ‍
• "Your communication skills are exceptional, and I appreciate the way you always get your point across clearly." ‍
• "You are always willing to lend an ear if someone needs help or has a question about something. You're great at being the go-to person when people need advice." ‍
• "I appreciate your ability to anticipate our customers' needs."

Negative performance review phrases can be helpful if handled the right way and often contribute to improving the employee's performance. 

Here are some examples of effective negative performance review phrases you can use:

• "You seem to struggle with following the company's processes. I would like to see you get better at staying on top of what needs to be done and getting it done on time." ‍
• "I'm concerned that your work quality has slipped lately. You're still meeting deadlines, but some of your work seems rushed or incomplete. I want to make sure that you're giving everything the attention it deserves." ‍
• "I noticed that you've been getting a lot of customer complaints lately. Is there anything going on? Maybe we can work together and come up with some solutions for how things could be better handled in the future?" ‍
• "You seem overwhelmed right now, and it's affecting your work quality. I want to help you figure out how we can better distribute the workload so that you're not feeling like this anymore."

When giving peer review feedback to remote teams, it is essential for everyone involved that the employee being reviewed feels comfortable and respected. And whether a peer or direct report gives the remote employee a review, the most effective way to ensure this happens is by providing open communication and constructive feedback throughout the process.

However, when you work remotely, it can be difficult to get the opportunity for peer feedback. However, there are ways of ensuring that such a process is still beneficial and productive.

The following are some examples of how to go about giving effective peer review feedback when working virtually:

• Take advantage of webcams or video conferencing to make sure that you can see the employee's facial expressions and monitor body language during a performance review, remote or otherwise. ‍
• Just like with any in-person performance review, it's critical to schedule a regular time for sessions so they don't catch anyone by surprise. ‍
• Make it clear at both your end as well as theirs what the overall goal is—this helps them prepare ahead of time and ensures there are no unforeseen surprises. ‍
• Ensure that you keep the feedback objective with constructive criticism, as this is what will allow them to improve their performance in a way that they can take advantage of immediately. Include all these key points in your company peer review templates also. ‍
• Be prepared for these sessions by having a list of key points you want to cover with your peer reviewer—this helps guide the conversation while ensuring no important points are overlooked.

When employees enjoy their work, understand their goals, and know the values and competencies of the job, job satisfaction increases, along with their performance. In addition, the link between productivity and effective feedback is well established. For instance, 69% of workers said they would work harder if their efforts were recognized, according to LinkedIn.

Continuous and regularly scheduled performance appraisal feedback helps with employee development, clarifies expectations, aligns goals, and motivates staff (check out our article Peer Review Feedback to find out why peer feedback is so essential), establishing a positive workplace. Lastly, a workplace that dedicates itself to motivating people to be better will improve employee engagement and the levels of performance.

If you haven't implemented a culture for using feedback yet, there are several effective ways to go about it. One good way to kick things off is to first identify teams or some other similar organizational unit and have them experiment with the social feedback system.

While the frequency of peer reviews should be given every three to four weeks, or even at the end of a project sprint , the cycles for building a strong feedback culture can be quarterly or monthly, depending on your preferences and operations.

After the three cycles are finalized, you typically have built up enough feedback information to start the organization on its path to a strong feedback culture.

Knowing these peer review feedback examples and tips on giving them to remote teams will help you become more comfortable with this type of evaluative discussion. It can be difficult at first, but remember that the benefits are worth it! And remember: when giving peer review feedback, make sure you keep each session objective. This helps ensure they're constructive and that both parties walk away feeling as though they've learned a lot from them.

Want to keep that morale sky-high during Feedback Friday and the peer review process? If so, be sure to check out Matter , with features that allow you to give public Kudos all inside Slack.

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Peer Review Examples (300 Key Positive, Negative Phrases)

By Status.net Editorial Team on February 4, 2024 — 18 minutes to read

Peer review is a process that helps you evaluate your work and that of others. It can be a valuable tool in ensuring the quality and credibility of any project or piece of research. Engaging in peer review lets you take a fresh look at something you may have become familiar with. You’ll provide constructive criticism to your peers and receive the same in return, allowing everyone to learn and grow.

Finding the right words to provide meaningful feedback can be challenging. This article provides positive and negative phrases to help you conduct more effective peer reviews.

Crafting Positive Feedback

Praising professionalism.

• Your punctuality is exceptional.
• You always manage to stay focused under pressure.
• I appreciate your respect for deadlines.
• Your attention to detail is outstanding.
• You exhibit great organizational skills.
• Your dedication to the task at hand is commendable.
• I love your professionalism in handling all situations.
• Your ability to maintain a positive attitude is inspiring.
• Your commitment to the project shows in the results.
• I value your ability to think critically and come up with solutions.

Acknowledging Skills

• Your technical expertise has greatly contributed to our team’s success.
• Your creative problem-solving skills are impressive.
• You have an exceptional way of explaining complex ideas.
• I admire your ability to adapt to change quickly.
• Your presentation skills are top-notch.
• You have a unique flair for motivating others.
• Your negotiation skills have led to wonderful outcomes.
• Your skillful project management ensured smooth progress.
• Your research skills have produced invaluable findings.
• Your knack for diplomacy has fostered great relationships.

Encouraging Teamwork

• Your ability to collaborate effectively is evident.
• You consistently go above and beyond to help your teammates.
• I appreciate your eagerness to support others.
• You always bring out the best in your team members.
• You have a gift for uniting people in pursuit of a goal.
• Your clear communication makes collaboration a breeze.
• You excel in creating a nurturing atmosphere for the team.
• Your leadership qualities are incredibly valuable to our team.
• I admire your respectful attitude towards team members.
• You have a knack for creating a supportive and inclusive environment.

Highlighting Achievements

• Your sales performance this quarter has been phenomenal.
• Your cost-saving initiatives have positively impacted the budget.
• Your customer satisfaction ratings have reached new heights.
• Your successful marketing campaign has driven impressive results.
• You’ve shown a strong improvement in meeting your performance goals.
• Your efforts have led to a significant increase in our online presence.
• The success of the event can be traced back to your careful planning.
• Your project was executed with precision and efficiency.
• Your innovative product ideas have provided a competitive edge.
• You’ve made great strides in strengthening our company culture.

Formulating Constructive Criticism

Addressing areas for improvement.

When providing constructive criticism, try to be specific in your comments and avoid generalizing. Here are 30 example phrases:

• You might consider revising this sentence for clarity.
• This section could benefit from more detailed explanations.
• It appears there may be a discrepancy in your data.
• This paragraph might need more support from the literature.
• I suggest reorganizing this section to improve coherence.
• The introduction can be strengthened by adding context.
• There may be some inconsistencies that need to be resolved.
• This hypothesis needs clearer justification.
• The methodology could benefit from additional details.
• The conclusion may need a stronger synthesis of the findings.
• You might want to consider adding examples to illustrate your point.
• Some of the terminology used here could be clarified.
• It would be helpful to see more information on your sources.
• A summary might help tie this section together.
• You may want to consider rephrasing this question.
• An elaboration on your methods might help the reader understand your approach.
• This image could be clearer if it were larger or had labels.
• Try breaking down this complex idea into smaller parts.
• You may want to revisit your tone to ensure consistency.
• The transitions between topics could be smoother.
• Consider adding citations to support your argument.
• The tables and figures could benefit from clearer explanations.
• It might be helpful to revisit your formatting for better readability.
• This discussion would benefit from additional perspectives.
• You may want to address any logical gaps in your argument.
• The literature review might benefit from a more critical analysis.
• You might want to expand on this point to strengthen your case.
• The presentation of your results could be more organized.
• It would be helpful if you elaborated on this connection in your analysis.
• A more in-depth conclusion may better tie your ideas together.

Offering Specific Recommendations

• You could revise this sentence to say…
• To make this section more detailed, consider discussing…
• To address the data discrepancy, double-check the data at this point.
• You could add citations from these articles to strengthen your point.
• To improve coherence, you could move this paragraph to…
• To add context, consider mentioning…
• To resolve these inconsistencies, check…
• To justify your hypothesis, provide evidence from…
• To add detail to your methodology, describe…
• To synthesize your findings in the conclusion, mention…
• To illustrate your point, consider giving an example of…
• To clarify terminology, you could define…
• To provide more information on sources, list…
• To create a summary, touch upon these key points.
• To rephrase this question, try asking…
• To expand upon your methods, discuss…
• To make this image clearer, increase its size or add labels for…
• To break down this complex idea, consider explaining each part like…
• To maintain a consistent tone, avoid using…
• To smooth transitions between topics, use phrases such as…
• To support your argument, cite sources like…
• To explain tables and figures, add captions with…
• To improve readability, use formatting elements like headings, bullet points, etc.
• To include additional perspectives in your discussion, mention…
• To address logical gaps, provide reasoning for…
• To create a more critical analysis in your literature review, critique…
• To expand on this point, add details about…
• To present your results more organized, use subheadings, tables, or graphs.
• To elaborate on connections in your analysis, show how x relates to y by…
• To provide a more in-depth conclusion, tie together the major findings by…

Highlighting Positive Aspects

When offering constructive criticism, maintaining a friendly and positive tone is important. Encourage improvement by highlighting the positive aspects of the work. For example:

• Great job on this section!
• Your writing is clear and easy to follow.
• I appreciate your attention to detail.
• Your conclusions are well supported by your research.
• Your argument is compelling and engaging.
• I found your analysis to be insightful.
• The organization of your paper is well thought out.
• Your use of citations effectively strengthens your claims.
• Your methodology is well explained and thorough.
• I’m impressed with the depth of your literature review.
• Your examples are relevant and informative.
• You’ve made excellent connections throughout your analysis.
• Your grasp of the subject matter is impressive.
• The clarity of your images and figures is commendable.
• Your transitions between topics are smooth and well-executed.
• You’ve effectively communicated complex ideas.
• Your writing style is engaging and appropriate for your target audience.
• Your presentation of results is easy to understand.
• Your tone is consistent and professional.
• Your overall argument is persuasive.
• Your use of formatting helps guide the reader.
• Your tables, graphs, and illustrations enhance your argument.
• Your interpretation of the data is insightful and well-reasoned.
• Your discussion is balanced and well-rounded.
• The connections you make throughout your paper are thought-provoking.
• Your approach to the topic is fresh and innovative.
• You’ve done a fantastic job synthesizing information from various sources.
• Your attention to the needs of the reader is commendable.
• The care you’ve taken in addressing counterarguments is impressive.
• Your conclusions are well-drawn and thought-provoking.

Balancing Feedback

Combining positive and negative remarks.

When providing peer review feedback, it’s important to balance positive and negative comments: this approach allows the reviewer to maintain a friendly tone and helps the recipient feel reassured.

Examples of Positive Remarks:

• Well-organized
• Clear and concise
• Excellent use of examples
• Thorough research
• Articulate argument
• Engaging writing style
• Thoughtful analysis
• Strong grasp of the topic
• Relevant citations
• Logical structure
• Smooth transitions
• Compelling conclusion
• Original ideas
• Solid supporting evidence
• Succinct summary

Examples of Negative Remarks:

• Unclear thesis
• Lacks focus
• Insufficient evidence
• Overgeneralization
• Inconsistent argument
• Redundant phrasing
• Jargon-filled language
• Poor formatting
• Grammatical errors
• Unconvincing argument
• Confusing organization
• Needs more examples
• Weak citations
• Unsupported claims
• Ambiguous phrasing

Ensuring Objectivity

Avoid using emotionally charged language or personal opinions. Instead, base your feedback on facts and evidence.

For example, instead of saying, “I don’t like your choice of examples,” you could say, “Including more diverse examples would strengthen your argument.”

Personalizing Feedback

Tailor your feedback to the individual and their work, avoiding generic or blanket statements. Acknowledge the writer’s strengths and demonstrate an understanding of their perspective. Providing personalized, specific, and constructive comments will enable the recipient to grow and improve their work.

For instance, you might say, “Your writing style is engaging, but consider adding more examples to support your points,” or “I appreciate your thorough research, but be mindful of avoiding overgeneralizations.”

Phrases for Positive Feedback

• Great job on the presentation, your research was comprehensive.
• I appreciate your attention to detail in this project.
• You showed excellent teamwork and communication skills.
• Impressive progress on the task, keep it up!
• Your creativity really shined in this project.
• Thank you for your hard work and dedication.
• Your problem-solving skills were crucial to the success of this task.
• I am impressed by your ability to multitask.
• Your time management in finishing this project was stellar.
• Excellent initiative in solving the issue.
• Your work showcases your exceptional analytical skills.
• Your positive attitude is contagious!
• You were successful in making a complex subject easier to grasp.
• Your collaboration skills truly enhanced our team’s effectiveness.
• You handled the pressure and deadlines admirably.
• Your written communication is both thorough and concise.
• Your responsiveness to feedback is commendable.
• Your flexibility in adapting to new challenges is impressive.
• Thank you for your consistently accurate work.
• Your devotion to professional development is inspiring.
• You display strong leadership qualities.
• You demonstrate empathy and understanding in handling conflicts.
• Your active listening skills contribute greatly to our discussions.
• You consistently take ownership of your tasks.
• Your resourcefulness was key in overcoming obstacles.
• You consistently display a can-do attitude.
• Your presentation skills are top-notch!
• You are a valuable asset to our team.
• Your positive energy boosts team morale.
• Your work displays your tremendous growth in this area.
• Your ability to stay organized is commendable.
• You consistently meet or exceed expectations.
• Your commitment to self-improvement is truly inspiring.
• Your persistence in tackling challenges is admirable.
• Your ability to grasp new concepts quickly is impressive.
• Your critical thinking skills are a valuable contribution to our team.
• You demonstrate impressive technical expertise in your work.
• Your contributions make a noticeable difference.
• You effectively balance multiple priorities.
• You consistently take the initiative to improve our processes.
• Your ability to mentor and support others is commendable.
• You are perceptive and insightful in offering solutions to problems.
• You actively engage in discussions and share your opinions constructively.
• Your professionalism is a model for others.
• Your ability to quickly adapt to changes is commendable.
• Your work exemplifies your passion for excellence.
• Your desire to learn and grow is inspirational.
• Your excellent organizational skills are a valuable asset.
• You actively seek opportunities to contribute to the team’s success.
• Your willingness to help others is truly appreciated.
• Your presentation was both informative and engaging.
• You exhibit great patience and perseverance in your work.
• Your ability to navigate complex situations is impressive.
• Your strategic thinking has contributed to our success.
• Your accountability in your work is commendable.
• Your ability to motivate others is admirable.
• Your reliability has contributed significantly to the team’s success.
• Your enthusiasm for your work is contagious.
• Your diplomatic approach to resolving conflict is commendable.
• Your ability to persevere despite setbacks is truly inspiring.
• Your ability to build strong relationships with clients is impressive.
• Your ability to prioritize tasks is invaluable to our team.
• Your work consistently demonstrates your commitment to quality.
• Your ability to break down complex information is excellent.
• Your ability to think on your feet is greatly appreciated.
• You consistently go above and beyond your job responsibilities.
• Your attention to detail consistently ensures the accuracy of your work.
• Your commitment to our team’s success is truly inspiring.
• Your ability to maintain composure under stress is commendable.
• Your contributions have made our project a success.
• Your confidence and conviction in your work is motivating.
• Thank you for stepping up and taking the lead on this task.
• Your willingness to learn from mistakes is encouraging.
• Your decision-making skills contribute greatly to the success of our team.
• Your communication skills are essential for our team’s effectiveness.
• Your ability to juggle multiple tasks simultaneously is impressive.
• Your passion for your work is infectious.
• Your courage in addressing challenges head-on is remarkable.
• Your ability to prioritize tasks and manage your own workload is commendable.
• You consistently demonstrate strong problem-solving skills.
• Your work reflects your dedication to continuous improvement.
• Your sense of humor helps lighten the mood during stressful times.
• Your ability to take constructive feedback on board is impressive.
• You always find opportunities to learn and develop your skills.
• Your attention to safety protocols is much appreciated.
• Your respect for deadlines is commendable.
• Your focused approach to work is motivating to others.
• You always search for ways to optimize our processes.
• Your commitment to maintaining a high standard of work is inspirational.
• Your excellent customer service skills are a true asset.
• You demonstrate strong initiative in finding solutions to problems.
• Your adaptability to new situations is an inspiration.
• Your ability to manage change effectively is commendable.
• Your proactive communication is appreciated by the entire team.
• Your drive for continuous improvement is infectious.
• Your input consistently elevates the quality of our discussions.
• Your ability to handle both big picture and detailed tasks is impressive.
• Your integrity and honesty are commendable.
• Your ability to take on new responsibilities is truly inspiring.
• Your strong work ethic is setting a high standard for the entire team.

Phrases for Areas of Improvement

• You might consider revisiting the structure of your argument.
• You could work on clarifying your main point.
• Your presentation would benefit from additional examples.
• Perhaps try exploring alternative perspectives.
• It would be helpful to provide more context for your readers.
• You may want to focus on improving the flow of your writing.
• Consider incorporating additional evidence to support your claims.
• You could benefit from refining your writing style.
• It would be useful to address potential counterarguments.
• You might want to elaborate on your conclusion.
• Perhaps consider revisiting your methodology.
• Consider providing a more in-depth analysis.
• You may want to strengthen your introduction.
• Your paper could benefit from additional proofreading.
• You could work on making your topic more accessible to your readers.
• Consider tightening your focus on key points.
• It might be helpful to add more visual aids to your presentation.
• You could strive for more cohesion between your sections.
• Your abstract would benefit from a more concise summary.
• Perhaps try to engage your audience more actively.
• You may want to improve the organization of your thoughts.
• It would be useful to cite more reputable sources.
• Consider emphasizing the relevance of your topic.
• Your argument could benefit from stronger parallels.
• You may want to add transitional phrases for improved readability.
• It might be helpful to provide more concrete examples.
• You could work on maintaining a consistent tone throughout.
• Consider employing a more dynamic vocabulary.
• Your project would benefit from a clearer roadmap.
• Perhaps explore the limitations of your study.
• It would be helpful to demonstrate the impact of your research.
• You could work on the consistency of your formatting.
• Consider refining your choice of images.
• You may want to improve the pacing of your presentation.
• Make an effort to maintain eye contact with your audience.
• Perhaps adding humor or anecdotes would engage your listeners.
• You could work on modulating your voice for emphasis.
• It would be helpful to practice your timing.
• Consider incorporating more interactive elements.
• You might want to speak more slowly and clearly.
• Your project could benefit from additional feedback from experts.
• You might want to consider the practical implications of your findings.
• It would be useful to provide a more user-friendly interface.
• Consider incorporating a more diverse range of sources.
• You may want to hone your presentation to a specific audience.
• You could work on the visual design of your slides.
• Your writing might benefit from improved grammatical accuracy.
• It would be helpful to reduce jargon for clarity.
• You might consider refining your data visualization.
• Perhaps provide a summary of key points for easier comprehension.
• You may want to develop your skills in a particular area.
• Consider attending workshops or trainings for continued learning.
• Your project could benefit from stronger collaboration.
• It might be helpful to seek guidance from mentors or experts.
• You could work on managing your time more effectively.
• It would be useful to set goals and priorities for improvement.
• You might want to identify areas where you can grow professionally.
• Consider setting aside time for reflection and self-assessment.
• Perhaps develop strategies for overcoming challenges.
• You could work on increasing your confidence in public speaking.
• Consider collaborating with others for fresh insights.
• You may want to practice active listening during discussions.
• Be open to feedback and constructive criticism.
• It might be helpful to develop empathy for team members’ perspectives.
• You could work on being more adaptable to change.
• It would be useful to improve your problem-solving abilities.
• Perhaps explore opportunities for networking and engagement.
• You may want to set personal benchmarks for success.
• You might benefit from being more proactive in seeking opportunities.
• Consider refining your negotiation and persuasion skills.
• It would be helpful to enhance your interpersonal communication.
• You could work on being more organized and detail-oriented.
• You may want to focus on strengthening leadership qualities.
• Consider improving your ability to work effectively under pressure.
• Encourage open dialogue among colleagues to promote a positive work environment.
• It might be useful to develop a growth mindset.
• Be open to trying new approaches and techniques.
• Consider building stronger relationships with colleagues and peers.
• It would be helpful to manage expectations more effectively.
• You might want to delegate tasks more efficiently.
• You could work on your ability to prioritize workload effectively.
• It would be useful to review and update processes and procedures regularly.
• Consider creating a more inclusive working environment.
• You might want to seek opportunities to mentor and support others.
• Recognize and celebrate the accomplishments of your team members.
• Consider developing a more strategic approach to decision-making.
• You may want to establish clear goals and objectives for your team.
• It would be helpful to provide regular and timely feedback.
• Consider enhancing your delegation and time-management skills.
• Be open to learning from your team’s diverse skill sets.
• You could work on cultivating a collaborative culture.
• It would be useful to engage in continuous professional development.
• Consider seeking regular feedback from colleagues and peers.
• You may want to nurture your own personal resilience.
• Reflect on areas of improvement and develop an action plan.
• It might be helpful to share your progress with a mentor or accountability partner.
• Encourage your team to support one another’s growth and development.
• Consider celebrating and acknowledging small successes.
• You could work on cultivating effective communication habits.
• Be willing to take calculated risks and learn from any setbacks.

Frequently Asked Questions

How can i phrase constructive feedback in peer evaluations.

To give constructive feedback in peer evaluations, try focusing on specific actions or behaviors that can be improved. Use phrases like “I noticed that…” or “You might consider…” to gently introduce your observations. For example, “You might consider asking for help when handling multiple tasks to improve time management.”

What are some examples of positive comments in peer reviews?

• “Your presentation was engaging and well-organized, making it easy for the team to understand.”
• “You are a great team player, always willing to help others and contribute to the project’s success.”
• “Your attention to detail in documentation has made it easier for the whole team to access information quickly.”

Can you suggest ways to highlight strengths in peer appraisals?

Highlighting strengths in peer appraisals can be done by mentioning specific examples of how the individual excelled or went above and beyond expectations. You can also point out how their strengths positively impacted the team. For instance:

• “Your effective communication skills ensured that everyone was on the same page during the project.”
• “Your creativity in problem-solving helped resolve a complex issue that benefited the entire team.”

What are helpful phrases to use when noting areas for improvement in a peer review?

When noting areas for improvement in a peer review, try using phrases that encourage growth and development. Some examples include:

• “To enhance your time management skills, you might try prioritizing tasks or setting deadlines.”
• “By seeking feedback more often, you can continue to grow and improve in your role.”
• “Consider collaborating more with team members to benefit from their perspectives and expertise.”

How should I approach writing a peer review for a manager differently?

When writing a peer review for a manager, it’s important to focus on their leadership qualities and how they can better support their team. Some suggestions might include:

• “Encouraging more open communication can help create a more collaborative team environment.”
• “By providing clearer expectations or deadlines, you can help reduce confusion and promote productivity.”
• “Consider offering recognition to team members for their hard work, as this can boost motivation and morale.”

What is a diplomatic way to discuss negative aspects in a peer review?

Discussing negative aspects in a peer review requires tact and empathy. Try focusing on behaviors and actions rather than personal attributes, and use phrases that suggest areas for growth. For example:

• “While your dedication to the project is admirable, it might be beneficial to delegate some tasks to avoid burnout.”
• “Improving communication with colleagues can lead to better alignment within the team.”
• “By asking for feedback, you can identify potential blind spots and continue to grow professionally.”
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How to Write Meaningful Peer Response Praise

Praise is an important element of peer and teacher feedback—it can, to quote Donald Daiker, “lift the hearts, as well as the pens” of student authors—but substantive praise is one of the most challenging modes of feedback to compose (112). How can writing instructors move student responders beyond standard comments such as “Great paper!” or “I liked it” or “Good details”? This chapter is a guide for students in composition classes, and aims to help them understand the importance of giving and receiving detailed, conversational praise; it presents scenarios for conceptualizing how to write praise, provides sample student writing excerpts that invite students to practice writing praise, offers and analyzes examples of different types of student-authored praise comments, and provides an array of approaches to writing praise comments.

In some first year writing classes, peer feedback days parallel the char- acters’ journey into the Appalachian caves in Neil Marshall’s horror film The Descent .* A group of female friends goes on an annual thrill-seeking adventure, climbing their way through a complex, uncharted cave, only to encounter some ferocious monsters, as well as their own inner demons. Vivian Sobchack characterizes the chaos depicted in the film this way: “Eventually trapped within the cave system by a rock slide, the six women become separated, each person or little group fitfully lit through different means to allow us to see their struggles in stroboscopic glimpses—and then often to wish we hadn’t” (41).

Comparing the film to a first year writing class, the “descent” into peer feedback can sometimes leave all parties lost and helpless: we teachers bemoan the ragged and inconsistent quality of some peer comments, and you, who often complain only to us when your peers do a slack job writing comments on your work. Too often, all of us “wish we hadn’t” wasted time at all doing peer response.

A few years ago, I had a student (we’ll call him Ray) whose peer response routine involved shuffling through his peers’ papers—which were to be responded to as homework—and writing generic comments quickly at the start of class. “Good opening,” he would write, then next to each paragraph, “Give examples,” and at the bottom, “I like the ending, but maybe expand.” I began to realize all his comments were the same, and a student who was in his group confirmed that he never read his partners’ essays before writing feedback.

Now, that’s a descent .

Why go into the cave at all, we might ask, especially if even one of your peers approaches the task with such disregard? Or, what about the fact that some writers ignore your feedback anyway, preferring to only pay attention to the instructor’s comments, because “they are the one giving the grade”? Not too long ago, Fred, a student taking his second composition course with me, told his group as he handed his peer feedback to them: “You can ignore these; I’m just trying to get plusses on my feedback.” (I assign grades of Plus, Check, or Check Minus on feedback, with some brief commentary about how responders could improve next time.) I was struck by Fred’s admission, and his willingness to participate in writing peer responses that he didn’t fully stand behind.

The psychology going on in peer groups reminds me of some of the conclusions I drew working on my dissertation on peer response while a graduate student at Florida State University. I collected and studied my students’ peer feedback and their thoughts about the feedback they gave/ received. I noticed that:

• Students placed greater value in professors’ feedback vs. peers’, usually ignoring peer responses unless they were forced to use them in revisions;
• Students often felt poorly qualified to write meaningful responses, since they saw themselves as merely adequate, “not good enough to tell someone else how to write;”
• Students were often reluctant to write questions, which they viewed as critical, because they did not want to be perceived as “judging” their peers’ experiences, thoughts, or feelings;

Students would often judge their peers’ writing based on what they thought a teacher would want, rather than their own criteria for what makes writing good; and

Students initially tended to comment on things that were easier to “fix” like grammar or spelling mistakes, and paragraph size.

You may see yourself in one or more of these attitudes, and you may have received or given feedback similarly to Ray or Fred. Such attitudes and approaches are natural: given how sensitive the act of sharing an essay can be, these attitudes and others create a complex dynamic in small groups, leading some of us to prefer to avoid peer feedback, especially if we have not established trust with our group. As a result of these ways of thinking, some writers become frustrated working in small groups, because they don’t put much faith in the process or in the weak comments they anticipate receiving.

As a way of free falling right into this metaphorical dark cave, let’s jumpstart your class discussion of peer response strategies. I recognize that there are additional types of feedback, such as asking questions, giving advice, and editing or correcting errors, but this essay is going to focus on one important type of feedback.

How to Write Meaningful Praise

Think of a favorite food (I’m sure you have many, but pick one for now.). Why do you like it? What can you say about that food that conveys why that food is enjoyable to you? It is not enough, really, to say that you like it “because it tastes good.” In this sense, good just becomes an empty word that doesn’t really say anything.

I like pepperoni pizza. My two favorite places are Angelone’s in Port- land, Maine, and Burke Street Pizza in Winston-Salem, North Carolina. What I really like is how, on theirs, the slices of pepperoni curl up just a little and get crispy around the edges, leaving a tiny bit of oil residue in- side. I also like how their pepperoni slices can easily be bitten into, rather than the big round slabs of pepperoni that some pizzerias use, which sort of slide off whole when you chomp into them, pulling along large segments of cheese. Sure, there are plenty of places that offer adequate pizza, but only rare places like these make pepperoni pizzas that I really like.

It is easy (and somewhat distracting!) to come up with details to de- scribe the foods we like; but, what about writing we like? Why do we like it? What does it mean to “like” an opening sentence, an image, an insight? Since you don’t want to be that student who just jots generic comments down the margins in a hurry, like Ray made a habit of doing, I encourage your class, before workshops even begin, to do an inventory of what makes you like (or dislike) certain features of writing. Not just what makes writing “good,” but what makes writing really work for us, as individual readers.

Are you a reader who likes detail in the form of facts and data—such as a newspaper article about Dustin Pedroia’s injury, one that provides statistics showing how well the Red Sox play when he has been in the line-up compared to their win-loss record without him? Or are you a reader who likes to “discern” by reading in between the lines what an author might mean? Do you like to learn about new things, places, people, ideas, when you read, or do you prefer to read about that which is familiar? Do you like writing that makes you feel sadness or frustration, or do you prefer to read stories that look on the brighter side? It is good to know these things about yourself, as you approach any new text.

Now consider this: Is it even possible to like the writing that you and your peers have to do for classes? Not always. But, I would argue that you don’t have to like the academic writing your peers share with you (i.e., enjoy it the way I enjoy most any article about the Boston Red Sox) in order to praise what’s working for you as a reader.

Meaningful praise, then, is feedback that recognizes something that is working for you as a reader, that gives you an opportunity to have a dialogue with the author, and that expresses some sort of appreciation for the work the writer has done, or for the writer herself.

I remember when my student who wrote about his football experiences included a detail about coaches making him run up and down the bleachers with garbage bags wrapped tightly around his torso so he could get “in condition” for the upcoming game (I believe this is not allowed anymore). He did not use extensive description or need to. Through one well-chosen detail, he was able to illustrate what the players had to do and reveal some of the complexities of being a competitive athlete: his detail allowed the reader to imagine the exhaustion, and to question the methods the coaches used to get some players into shape. Praising the student’s use of detail had to involve more than just telling him “nice detail.” It meant explaining, as succinctly as I could fit in the margin, what made it work, for me as one reader: “A nice detail. You’ve already got me appreciating the physical and emotional stress an elite athlete experiences. It must have been draining. How do you feel now about the coaches’ methods?” Here is an alternative praise comment, from a peer who likes the passage because he can relate to it: “Good description. Our coaches used to do this too. I like how you make people who don’t know what it’s like understand what we go through to compete.”

Practice Session 1

Let’s practice writing praise in response to an actual sample of student writing, the beginning of a personal exploration by Lili Velez. As you read the following excerpt, consider what praise you could write:

Examinations Outside the Classroom

We panic, we pack, we get to college, and then panic again, moaning, “I wish I had known I’d need this!” “This” could be any- thing from that extra pillow to the answers to a high school test on Hamlet , or it might be something more abstract, like how to deal with issues we never thought we would encounter outside a classroom. For example, when a philosophy professor asks us to examine what is evil and what is good, that’s okay; we’re getting graded on it. But do we ask such questions in the cafeteria? In the dormitory? At home? Who needs to ponder academic questions outside of class? It’s an invasion of our private lives. I thought so until a question followed me home and shook up my ideas on what belonged in the classroom and what I should never be without.

It was English 102, in small group discussion of my friend Donna’s paper, which was about whether fighting was a natural tendency, as it is in other animals that live in groups. (337)

It would be easy enough to write next to Lili’s first paragraph “good opening.” It would be simple enough to say that the opening is “descriptive” or “captivating.” But, if you like the opening of this essay, what really causes your positive reaction? Even just as a draft, why does this opening work for you, as a reader? Take a moment to write two or three sentences describing what it is you like about Lili’s writing so far, and imagine you are writing these words directly to her in a conversation.

Is it the word choice? The arrangement of sentences? Her use of detail (the pillow, Hamlet )? Does it have something to do with the voice or tone? The way she uses questions? It could be any or all of these things, or something else altogether. I liked the commas and repetition in the first sentence, which create a sense of tension in the writing. (I am the kind of reader who likes some tension in what I read.) I also liked the feeling of momentum. Even just a little bit into the second paragraph, I am curious to hear more about what happened in her small group and the discussion about Donna’s paper. As Keith Hjortshoj describes in The Transition to College Writing :

Beginnings are points of departure, when readers expect to learn what this writing is about and the general direction it will take. Even if these beginnings do not explicitly map the routes the writing will travel, they tell us where this journey will start, point us in a certain direction, and provide some bearings for the next move. (115)

Lili is trying to do just that: engage the reader, point us in a specific direction, and pose a central question that will guide the exploration forward.

Elaine Mamon, Lili’s instructor in the class, praised Lili for her courage to tackle a challenging topic and for making the reader “feel like getting into the conversation” (Velez 340).

Practice Session 2

When writing meaningful praise, you might consider using a technique associated with rhetorician Donald Murray, who was known for writing his praise to students using this format: “I like the way you…” (qtd. in Daiker 111). By including some praise written this way, you help writers enhance their audience awareness. As you read the following excerpt, the opening of a personal essay my student Nick wrote about declining wildlife in Pennsylvania, write 2–3 praise comments in Murray’s “I like the way you…” format:

Where the Wild Things Roamed

And there we found ourselves, on my hike in the woods with my dog Loki, his eyes fixed upon a herd of deer who stared back at him with the same intense interest. You could see it stir within them, the ancient war between their kind, Loki likely thinking “Must chase! Must bite!” though he probably does not know why, and the deer screaming in their minds, “The wolf! The wolf!” despite the ironic fact that these deer have never seen a wolf. For there are no wolves in these woods, nor in all of Pennsylvania. Gone are the days of wolves and mountain lions prowling through these woods giving the deer something to truly fear rather than this would-be predator at the end of my leash.

And here I am looking at these deer and wondering, “How are you all that’s left?” (Brewster 1)

After completing your praise comments, I recommend talking with others in class about what you praised, how you worded each comment, and what it was like writing responses this way.

Donald Daiker believes that writers become less apprehensive when they “experience success” and that “genuine praise can lift the hearts, and the pens, of the writers who sit in our classrooms” (106, 112). After receiving fifteen sets of feedback from his classmates throughout the semester, which all had to include several praise comments, Nick explained his emerging confidence: “I ended up deciding to let my creativity loose despite how un- comfortable it made me. I ended up finding myself greatly enjoying some of my later works. The more confident I became in my writings the more I experimented with my creativity.” In one of his final peer comments on a classmate’s meta-essay, Nick acknowledges the role positive peer feedback had played in their mutual development: “Great point and I agree. We helped one another write about more personal feelings and dilemmas.”

Examples of Peer Response Praise

Let’s look at several other praise comments Nick writes on his classmates’ essays. For context, most of the papers students wrote in this class revolved around animals, or writing, and sometimes both:

• Repeating the questions was an effective follow-up to your intro sentence
• Nice allusion. Very creative way of describing your writings.
• Notice how Nick refers to specific choices the writer had made. Here are some comments Nick writes on Carolyn’s essay about six cats she has owned throughout her life. Sometimes, Nick praises Carolyn for the choices she makes as a writer, and sometimes he praises her personally, but all of them are conversational:
• Good details that add to each cat’s character
• Interesting how everyone ended up getting their “own” cat
• The font change is a good touch [Carolyn had switched fonts for a passage that recreated a letter she would have written as a child to her cat who had passed away]
• Recognizing how you’ve changed over time and looking back on your younger self is such a human thing to do and extremely relatable. I think we’ve all been there.
• Great imagery and comical, picturing this level of organization from a child
• LOL! Nice touch and some comic relief after the passing of Chester

Occasionally, Nick writes what Rick Straub and Ronald Lunsford refer to as combination comments, wherein a praise comment is joined with a question or tentative advice. For example, in response to Jordan’s essay about his dog Quinn, Nick writes:

• Good descriptions [of Quinn]. Maybe could add more? Hair type, face, size?

On Rose’s essay, which analyzes the effects of a social media influencer who hoards animals (particularly rats and reptiles), Nick combines praise, analysis, and a rhetorical question:

• Good point. It does certainly appear we care about some animals more than others. Would people care more if it was a room full of puppies, for example?

Notice how in responding to Rose’s argument, Nick has joined the conversation as a reader. The best peer feedback does not just inflate the writer’s ego but keeps the conversation about the writing, and about the topic, moving forward. The praise you receive can help you understand what goes on in your readers’ minds, and better shape your writing for an audience.

In his article “Responding—Really Responding—To Other Students’ Writing,” Straub encourages you to “Challenge yourself to write as many praise comments as criticisms. When you praise, praise well. Sincerity and specificity are everything when it comes to a compliment” (192). Nick includes a good deal of praise in his sets of feedback, and his comments are specific and sincere.

Final Advice and Thoughts

You may try to write your peer response using different color pens—for example, green for praise, orange for combination comments, or green to praise stylistic techniques and blue to praise ideas. Also, give yourself enough space and time to write conversational praise. As an example, Andrea writes in the space next to Jordan’s title “The Unwritten”: I really like your title—it fits well with the theme running through about things we must accept in life that are too complicated to be written in a rulebook. Since you only mention writing a couple times in the piece, it’s nice and subtle.  In the left margin of Carolyn’s essay “Alone,” Andrea writes, I like the repetition of the two phrases “ but I am alone” and “my cat who is on my chest.” Even though there are multiple metaphors in this piece, keeping the repetition going grounds the reader to where the narrator is and really creates the feeling of what it’s like when your body isn’t moving but your brain is going a million miles an hour. Andrea writes small and can fit this comment in the top margin, but you may want to write lengthier praise on the back of the page or in an endnote/letter to the author. Although it takes a bit more time to write such conversational praise, compared to “Good title,” or “I like the repetition,” Andrea’s comments say so much more to Jordan and Carolyn. They are examples of what Donald Daiker would describe as “genuine praise” (112).

Being a peer responder is not just about being a good one or a bad one, it is, just as it is with your writing, about your investment in joining a real conversation with others. When combined with additional types of peer feedback that you will practice—such as asking questions, giving advice for revision, critiquing an argument’s shortcomings, and/or making corrections—praising well and with sincerity will help your classmates improve their writing and enhance their desire to write with a specific audience in mind. Together, you will avoid “the descent” and develop as writers and readers, and maybe even enjoy the journey together.

Works Cited

Teacher resources for "how to write meaningful peer response praise" by ron depeter, introduction for teachers.

Instructors could assign this essay in a first-year or upper-level writing course or workshop, during the early part of a semester when students are practicing peer feedback. The essay is in some sense an indirect sequel to Straub’s “Response—Really Responding—To Other Students’ Writing,” looking more in-depth at one specific mode of peer response. It is recommended that students have opportunities to practice writing feedback— perhaps on one or more sample essays that the instructor has collected from previous students. Ideally, students should practice writing each mode of commentary (for example, 1–2 sessions writing praise, 1–2 sessions writing questions/advice, 1–2 sessions combining several modes) before diving into small group or whole class workshops. Ideally, the instructor can give some feedback or grades on the practice feedback, letting the students know how they are doing and how they might improve (e.g., write more comments, make comments more specific, etc.). After each peer feedback practice session, and in the “real” workshops with classmates, students can reflect in their journal/class discussion on how they feel they are coming along as responders, as well as how they feel about the comments received. Such meta-writings are essential threads that facilitate the students’ growth as readers and responders.

Discussion Questions

• Do any of the attitudes about peer response that DePeter discusses in the beginning of his essay apply to you (e.g., not wanting to “judge” others or regarding a teacher’s feedback as more important than peers’)? Where do you imagine these attitudes come from?
• How do you think Nick (or any peer) would feel hearing the praise comments written in the Donald Murray style of “I like the way you…”? What effect would such praise have on the writer, com- pared to just seeing “Good” next to a passage?
• Do you feel there is a difference between what you feel is “good writing,” and that which teachers have identified as “good?” If so, what accounts for these different expectations? What is your definition of “good writing?”

Can you think of ways that Nick or Andrea’s peer response praise could be even sharper, or more helpful to an author?

Discuss experiences you have had in other classes sharing peer response. Have they been a metaphorical “Descent,” or enjoyable journeys? What made your peer response sessions in the past work, or not work?

This essay was written by Ron DePeter and published as a chapter in Writing Spaces: Readings on Writing , Volume 3, a peer-reviewed open textbook series for the writing classroom. This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License (CC BY-NC-ND 4.0) .

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• What Is Peer Review? | Types & Examples

What Is Peer Review? | Types & Examples

Published on 6 May 2022 by Tegan George . Revised on 2 September 2022.

Peer review, sometimes referred to as refereeing , is the process of evaluating submissions to an academic journal. Using strict criteria, a panel of reviewers in the same subject area decides whether to accept each submission for publication.

Peer-reviewed articles are considered a highly credible source due to the stringent process they go through before publication.

There are various types of peer review. The main difference between them is to what extent the authors, reviewers, and editors know each other’s identities. The most common types are:

• Single-blind review
• Double-blind review
• Triple-blind review

Collaborative review

Open review.

Relatedly, peer assessment is a process where your peers provide you with feedback on something you’ve written, based on a set of criteria or benchmarks from an instructor. They then give constructive feedback, compliments, or guidance to help you improve your draft.

Table of contents

What is the purpose of peer review, types of peer review, the peer review process, providing feedback to your peers, peer review example, advantages of peer review, criticisms of peer review, frequently asked questions about peer review.

Many academic fields use peer review, largely to determine whether a manuscript is suitable for publication. Peer review enhances the credibility of the manuscript. For this reason, academic journals are among the most credible sources you can refer to.

However, peer review is also common in non-academic settings. The United Nations, the European Union, and many individual nations use peer review to evaluate grant applications. It is also widely used in medical and health-related fields as a teaching or quality-of-care measure.

Peer assessment is often used in the classroom as a pedagogical tool. Both receiving feedback and providing it are thought to enhance the learning process, helping students think critically and collaboratively.

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Depending on the journal, there are several types of peer review.

Single-blind peer review

The most common type of peer review is single-blind (or single anonymised) review . Here, the names of the reviewers are not known by the author.

While this gives the reviewers the ability to give feedback without the possibility of interference from the author, there has been substantial criticism of this method in the last few years. Many argue that single-blind reviewing can lead to poaching or intellectual theft or that anonymised comments cause reviewers to be too harsh.

Double-blind peer review

In double-blind (or double anonymised) review , both the author and the reviewers are anonymous.

Arguments for double-blind review highlight that this mitigates any risk of prejudice on the side of the reviewer, while protecting the nature of the process. In theory, it also leads to manuscripts being published on merit rather than on the reputation of the author.

Triple-blind peer review

While triple-blind (or triple anonymised) review – where the identities of the author, reviewers, and editors are all anonymised – does exist, it is difficult to carry out in practice.

Proponents of adopting triple-blind review for journal submissions argue that it minimises potential conflicts of interest and biases. However, ensuring anonymity is logistically challenging, and current editing software is not always able to fully anonymise everyone involved in the process.

In collaborative review , authors and reviewers interact with each other directly throughout the process. However, the identity of the reviewer is not known to the author. This gives all parties the opportunity to resolve any inconsistencies or contradictions in real time, and provides them a rich forum for discussion. It can mitigate the need for multiple rounds of editing and minimise back-and-forth.

Collaborative review can be time- and resource-intensive for the journal, however. For these collaborations to occur, there has to be a set system in place, often a technological platform, with staff monitoring and fixing any bugs or glitches.

Lastly, in open review , all parties know each other’s identities throughout the process. Often, open review can also include feedback from a larger audience, such as an online forum, or reviewer feedback included as part of the final published product.

While many argue that greater transparency prevents plagiarism or unnecessary harshness, there is also concern about the quality of future scholarship if reviewers feel they have to censor their comments.

In general, the peer review process includes the following steps:

• First, the author submits the manuscript to the editor.
• Reject the manuscript and send it back to the author, or
• Send it onward to the selected peer reviewer(s)
• Next, the peer review process occurs. The reviewer provides feedback, addressing any major or minor issues with the manuscript, and gives their advice regarding what edits should be made.
• Lastly, the edited manuscript is sent back to the author. They input the edits and resubmit it to the editor for publication.

In an effort to be transparent, many journals are now disclosing who reviewed each article in the published product. There are also increasing opportunities for collaboration and feedback, with some journals allowing open communication between reviewers and authors.

It can seem daunting at first to conduct a peer review or peer assessment. If you’re not sure where to start, there are several best practices you can use.

Summarise the argument in your own words

Summarising the main argument helps the author see how their argument is interpreted by readers, and gives you a jumping-off point for providing feedback. If you’re having trouble doing this, it’s a sign that the argument needs to be clearer, more concise, or worded differently.

If the author sees that you’ve interpreted their argument differently than they intended, they have an opportunity to address any misunderstandings when they get the manuscript back.

Separate your feedback into major and minor issues

It can be challenging to keep feedback organised. One strategy is to start out with any major issues and then flow into the more minor points. It’s often helpful to keep your feedback in a numbered list, so the author has concrete points to refer back to.

Major issues typically consist of any problems with the style, flow, or key points of the manuscript. Minor issues include spelling errors, citation errors, or other smaller, easy-to-apply feedback.

The best feedback you can provide is anything that helps them strengthen their argument or resolve major stylistic issues.

Give the type of feedback that you would like to receive

No one likes being criticised, and it can be difficult to give honest feedback without sounding overly harsh or critical. One strategy you can use here is the ‘compliment sandwich’, where you ‘sandwich’ your constructive criticism between two compliments.

Be sure you are giving concrete, actionable feedback that will help the author submit a successful final draft. While you shouldn’t tell them exactly what they should do, your feedback should help them resolve any issues they may have overlooked.

As a rule of thumb, your feedback should be:

• Easy to understand
• Constructive

Below is a brief annotated research example. You can view examples of peer feedback by hovering over the highlighted sections.

Influence of phone use on sleep

Studies show that teens from the US are getting less sleep than they were a decade ago (Johnson, 2019) . On average, teens only slept for 6 hours a night in 2021, compared to 8 hours a night in 2011. Johnson mentions several potential causes, such as increased anxiety, changed diets, and increased phone use.

The current study focuses on the effect phone use before bedtime has on the number of hours of sleep teens are getting.

For this study, a sample of 300 teens was recruited using social media, such as Facebook, Instagram, and Snapchat. The first week, all teens were allowed to use their phone the way they normally would, in order to obtain a baseline.

The sample was then divided into 3 groups:

• Group 1 was not allowed to use their phone before bedtime.
• Group 2 used their phone for 1 hour before bedtime.
• Group 3 used their phone for 3 hours before bedtime.

All participants were asked to go to sleep around 10 p.m. to control for variation in bedtime . In the morning, their Fitbit showed the number of hours they’d slept. They kept track of these numbers themselves for 1 week.

Two independent t tests were used in order to compare Group 1 and Group 2, and Group 1 and Group 3. The first t test showed no significant difference ( p > .05) between the number of hours for Group 1 ( M = 7.8, SD = 0.6) and Group 2 ( M = 7.0, SD = 0.8). The second t test showed a significant difference ( p < .01) between the average difference for Group 1 ( M = 7.8, SD = 0.6) and Group 3 ( M = 6.1, SD = 1.5).

This shows that teens sleep fewer hours a night if they use their phone for over an hour before bedtime, compared to teens who use their phone for 0 to 1 hours.

Peer review is an established and hallowed process in academia, dating back hundreds of years. It provides various fields of study with metrics, expectations, and guidance to ensure published work is consistent with predetermined standards.

• Protects the quality of published research

Peer review can stop obviously problematic, falsified, or otherwise untrustworthy research from being published. Any content that raises red flags for reviewers can be closely examined in the review stage, preventing plagiarised or duplicated research from being published.

• Gives you access to feedback from experts in your field

Peer review represents an excellent opportunity to get feedback from renowned experts in your field and to improve your writing through their feedback and guidance. Experts with knowledge about your subject matter can give you feedback on both style and content, and they may also suggest avenues for further research that you hadn’t yet considered.

• Helps you identify any weaknesses in your argument

Peer review acts as a first defence, helping you ensure your argument is clear and that there are no gaps, vague terms, or unanswered questions for readers who weren’t involved in the research process. This way, you’ll end up with a more robust, more cohesive article.

While peer review is a widely accepted metric for credibility, it’s not without its drawbacks.

• Reviewer bias

The more transparent double-blind system is not yet very common, which can lead to bias in reviewing. A common criticism is that an excellent paper by a new researcher may be declined, while an objectively lower-quality submission by an established researcher would be accepted.

• Delays in publication

The thoroughness of the peer review process can lead to significant delays in publishing time. Research that was current at the time of submission may not be as current by the time it’s published.

• Risk of human error

By its very nature, peer review carries a risk of human error. In particular, falsification often cannot be detected, given that reviewers would have to replicate entire experiments to ensure the validity of results.

Peer review is a process of evaluating submissions to an academic journal. Utilising rigorous criteria, a panel of reviewers in the same subject area decide whether to accept each submission for publication.

For this reason, academic journals are often considered among the most credible sources you can use in a research project – provided that the journal itself is trustworthy and well regarded.

Peer review can stop obviously problematic, falsified, or otherwise untrustworthy research from being published. It also represents an excellent opportunity to get feedback from renowned experts in your field.

It acts as a first defence, helping you ensure your argument is clear and that there are no gaps, vague terms, or unanswered questions for readers who weren’t involved in the research process.

Peer-reviewed articles are considered a highly credible source due to this stringent process they go through before publication.

In general, the peer review process follows the following steps:

• Reject the manuscript and send it back to author, or
• Lastly, the edited manuscript is sent back to the author. They input the edits, and resubmit it to the editor for publication.

Many academic fields use peer review , largely to determine whether a manuscript is suitable for publication. Peer review enhances the credibility of the published manuscript.

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25 Peer Feedback Examples

Peer feedback refers to an activity where colleagues or students receive comments and suggestions from their peers or classmates.

It is believed to be beneficial for helping both the giver and receiver of feedback to garner new insights, widen their thinking, correct errors, learn through teaching, and see how others approach tasks in different ways.

In education, the peer feedback generally does not affect assigned grades, but it does play a valuable role in formative assessment .

Peer Feedback Examples

• “Great job on the presentation! Your visuals were engaging, and you clearly communicated the main points.”
• “I noticed that you’ve been very proactive in taking on new tasks. Keep up the good work!”
• “Your attention to detail in the report was impressive. The data was well-organized and easy to understand.”
• “I think you could benefit from speaking more confidently during meetings. Maybe try rehearsing your points beforehand.”
• “Your teamwork skills are outstanding. You consistently make an effort to include everyone’s ideas and reach a consensus.”
• “During the brainstorming session, you came up with innovative solutions. Your creativity is a valuable asset to the team.”
• “Your time management skills have improved significantly. Keep up the great work in prioritizing and completing tasks on time.”
• “I observed that you sometimes get sidetracked during discussions. Staying focused on the agenda could help you contribute more effectively.”
• Your written communication is clear and concise, which makes it easy for everyone to understand your ideas.
• “When you’re leading a meeting, try to maintain eye contact with your audience. It helps to create a better connection and keeps everyone engaged.”
• You’ve been doing an excellent job in providing constructive criticism to our teammates. Your input is helping everyone improve.”
• “Your patience and willingness to help others with their tasks have made a noticeable difference in our team’s overall productivity.”
• “In the future, consider double-checking your work before submitting it. This will help minimize errors and ensure a higher quality output.”
• “I appreciate how you always encourage others to share their ideas during team discussions. It fosters a collaborative environment.”
• “You consistently stay calm under pressure, which helps our team maintain focus during stressful situations.”
• “Your ability to delegate tasks effectively has significantly improved our team’s efficiency. Keep up the good work!”
• “I noticed that you sometimes interrupt others during conversations. Being more aware of this behavior will help create a more inclusive environment.”
• Your enthusiasm and positive attitude are contagious, making it a pleasure to work with you.
• “You have a talent for explaining complex concepts in simple terms. This skill has been invaluable in helping our team understand new information.”
• “I’ve observed that you’re very responsive to feedback and quick to implement changes. Your adaptability is a real asset to our team.”
• “Your ability to manage multiple projects simultaneously is impressive. Your organizational skills contribute to our team’s success.
• “You have a knack for asking thought-provoking questions that lead to deeper discussions and better solutions.”
• “I appreciate your commitment to professional development . Your willingness to learn new skills and share your knowledge benefits the entire team.”
• “During group projects, you excel at keeping everyone on track and ensuring that deadlines are met. Your leadership skills contribute to our team’s cohesion .”
• “You consistently show empathy and understanding when interacting with colleagues, which fosters a supportive work environment for everyone.”

Peer Feedback Definition

Liu and Carless (2006) define peer feedback as:

“…a communication process through which learners enter into dialogues related to performance and standards” (p. 280).

Peer feedback can be arranged as a one-on-one activity or in small groups. It can be implemented as a role-play, occur in meetings, the classroom or online, or be delivered anonymously to avoid social issues.

It is usually considered a classroom activity for students, but it can also be utilized with teachers and in the workplace.

For example, colleagues can examine one another’s work and offer valuable insights to increase effectiveness and productivity.

5 Important Peer Feedback Strategies

• Focus on behavior, not the person: When providing feedback, concentrate on specific actions or behaviors, rather than making it about the individual. This ensures the feedback is professional and minimizes personal insult.
• Be timely: Feedback occurs best when it happens close to the event. Offer feedback as soon as possible, such as in a debrief at the end of a session. This ensures that it is fresh in both your mind and the recipient’s, making it more relevant and useful.
• Use open-ended questions : Feedback shouldn’t just be one-way communication. By talking back and forth, you can elicit better insights and be more helpful. So, encourage reflection and self-assessment by asking questions that require thoughtful responses, such as “What do you think went well in that presentation?” or “How do you feel you could improve your teamwork?”
• Practice active listening : Give your full attention to the person you are providing feedback to, and ensure you understand their perspective well. You may have misunderstood something, which may undermine the quality of your feedback. Furthermore, active listening helps create an atmosphere of trust and mutual respect.
• Maintain a positive tone: Frame your feedback in a way that is supportive and motivating, rather than negative or accusatory. This encourages your peer to be open to your suggestions and feel more confident in making changes. One strategy I like to use is the complement sandwich, which means you should open and close all feedback sessions with genuine and positive points.

Benefits of Peer Feedback   

1. supports perspective-taking.

When evaluating the work of a peer, we have to put ourselves in the shoes of a teacher or manager. This helps us understand the situation from a new point of view and will help us build perspective-taking skills.

Similarly, when delivering feedback to a peer, we need to consider how this will affect the person’s self-esteem. This is another form of perspective-taking that will help the feedback giver to develop emotional intelligence .

2. Helps us how to take Criticism

Feedback is a part of life. It occurs not only in school settings, but throughout adulthood as well. Employees receive feedback from supervisors, sometimes on a daily and hourly basis, and always in an annual performance evaluation.

Learning how to handle both positive and negative feedback is therefore a valuable skill to acquire. It is better to gain some experience handling criticism in the safety of a classroom than in a formal employment situation.

3. Increased Awareness of Grading Procedures

Because a student’s self-identity can be directly tied to their work, negative feedback can prevent them from understanding the logical basis for the criticism. This is a basic self-defense mechanism .

However, by looking at classwork from the perspective of an evaluator, it helps students understand the rationale behind grading procedures.

Students can develop a sense of objectivity in assessment and see the link between performance and grading criteria.

4. Can be more Effective than Authority Feedback

Both children and adults are sometimes more receptive to feedback from peers than authority figures.

Especially during the teen years, any communication from an adult is met with resistance. It’s just a state of mind during those years.

However, when feedback comes from a peer they may listen more carefully. Of course, that depends heavily on the other student’s delivery and status in the social order of the school.

5. Can Improve Academic Performance

When students have a clearer understanding of grading procedures, it can improve their academic performance. They construct a more comprehensive conception of quality that they then apply to their own work.

Students often find that after participating in peer feedback, as recipient and presenter, they need less feedback from the teacher to improve upon their own performance.

6. Exposure to Multiple Perspectives

When peer feedback is designed so that two or more students provide feedback on a student’s work, it provides different perspectives.

Each student providing the feedback may offer suggestions that reflect different points of view, sometimes even contrasting viewpoints.

This benefits the student receiving the feedback. They can see how their work is viewed from different angles and it exposes them to ideas they may not have considered previously.

Weaknesses of Peer Feedback 

1. social obstacles.

There are several possible social issues that can make peer feedback less effective. Obviously, peers that are friends may be reluctant to deliver criticism to each other.

Animosity among peers or power dynamics in the social order of the school can make a student less receptive to any feedback at all. When students refuse to listen to a peer it makes the feedback process ineffective.

In other cases, for a student that lacks confidence or social status, having their ideas ignored or rejected may damage their self-esteem. This in-turn will make them less willing to participate in the future.  

2. Creates Social Conflicts  

When one person criticizes the work of another, it can create a whole host of social problems . It can lead to tension, quarrels, harsh feelings, or escalate previous conflicts.

Students will be acutely aware of these possibilities. This may make them reluctant to be honest or participate at all.

But in the workplace, it can also cause power struggles and undermine the collegial atmosphere, especially if the feedback-giver has not effectively or professionally communicated their feedback.

3. Surface Level Suggestions 

Peers may not be able to offer valuable suggestions. Their knowledge of standards may be minimal. Their ability to engage in critical-analysis may not be well-developed. And, they may be unable to articulate advice that will allow a student to make meaningful adjustments to their work. 

This means that any feedback offered is unlikely to produce significant benefits to the student receiving that feedback.

4. Time Consuming 

Peer feedback activities are sometimes very time consuming. The coordination of the activity and the process itself takes time away from other instruction.

The manager ot teacher may also feel compelled to check on the feedback and make adjustments as necessary, which is also quite time consuming.

All in all, a cost-benefit analysis may lead some teachers to conclude that the amount of time it takes to do peer feedback does not pay the dividends that make it worthwhile.

Peer feedback involves peers evaluating the work of each other. There are many options for doing this.

For example, for those that like to incorporate technology, there are the Google and Microsoft platforms that enable students to post their work and receive feedback from peers.

Schools also utilize peer feedback so that teachers can hear valuable suggestions from colleagues. These feedback sessions can take place in small groups that focus on a specific lesson. Other versions help teachers collaborate on various issues to create schoolwide consistency across the curriculum.

There are numerous benefits to peer feedback. For instance, students develop a better understanding of grading procedures, rationale, and criteria.

In addition to building EQ skills that help peers learn how to deliver criticism in a positive way, they also learn how to receive negative feedback.

Of course, there are potential negatives as well. For example, peers may be reluctant to jeopardize friendships or reject suggestions coming from peers that lack status as authority figures.

Bijami, M., Kashef, S. H., & Sharafinejad, M. (2013). Peer feedback in learning English writing: Advantages and disadvantages. Journal of Studies in Education, 3 , 91-97.

Liu, N.-F., & Carless, D. (2006). Peer feedback: The learning element of peer assessment. Teaching in Higher Education, 11 (3), 279–290.

Stančić, M. (2021) Peer assessment as a learning and self-assessment tool: a look inside the black box . Assessment and Evaluation in Higher Education 46 (6), 852-864.

Wiliam, D. (2018). Embedded Formative Assessment (2nd ed). Bloomington, Indiana: Solution Tree Press.

Dave Cornell (PhD)

Dr. Cornell has worked in education for more than 20 years. His work has involved designing teacher certification for Trinity College in London and in-service training for state governments in the United States. He has trained kindergarten teachers in 8 countries and helped businessmen and women open baby centers and kindergartens in 3 countries.

• Dave Cornell (PhD) https://helpfulprofessor.com/author/dave-cornell-phd/ 25 Positive Punishment Examples
• Dave Cornell (PhD) https://helpfulprofessor.com/author/dave-cornell-phd/ 25 Dissociation Examples (Psychology)
• Dave Cornell (PhD) https://helpfulprofessor.com/author/dave-cornell-phd/ 15 Zone of Proximal Development Examples
• Dave Cornell (PhD) https://helpfulprofessor.com/author/dave-cornell-phd/ Perception Checking: 15 Examples and Definition

Chris Drew (PhD)

This article was peer-reviewed and edited by Chris Drew (PhD). The review process on Helpful Professor involves having a PhD level expert fact check, edit, and contribute to articles. Reviewers ensure all content reflects expert academic consensus and is backed up with reference to academic studies. Dr. Drew has published over 20 academic articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education and holds a PhD in Education from ACU.

• Chris Drew (PhD) #molongui-disabled-link 25 Positive Punishment Examples
• Chris Drew (PhD) #molongui-disabled-link 25 Dissociation Examples (Psychology)
• Chris Drew (PhD) #molongui-disabled-link 15 Zone of Proximal Development Examples
• Chris Drew (PhD) #molongui-disabled-link Perception Checking: 15 Examples and Definition

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Peer review examples: 50+ effective phrases for next review.

Let's face it: giving feedback can be challenging, especially when it comes to peer reviews.

As a peer, you're in a unique position to provide constructive feedback to your colleagues. You want to help them grow and develop. But finding the right words to use is no walk in the park.

🙋 We're here to help you ensure your feedback is effective and actionable.

We collected a comprehensive peer review sample: 50+ effective review phrases to use in your next performance or skill review, helping you provide feedback that's supportive, constructive, and inspiring. You'll find peer review phrases for positive performance and constructive peer review feedback examples.

Plus, we've also included tips for giving peer review feedback (and how not to do it), supported by multiple peer feedback examples.

❓ What are peer review feedback examples?

Peer review feedback is part of an  employee's development and performance process and an essential component of 360 feedback.

Performance reviews are a key of 360 degree feedback systems and can be the difference between a happy employee and one who is just going through the motions.

Think of peer reviews as a thermometer that measures an employee's performance, skills, abilities, or attitudes by their fellow co-workers and team members.

As part of a wider performance management system , peer reviews help an organization in the following ways:

• 🎯 Can be used as a goal-setting opportunity.
• 🔎 Peer feedback helps identify the strengths and weaknesses of individual employees, teams, and the company as a whole.
• 🌱 Suggestions from peers can help employees and team members develop personally and professionally .
• 🔗 Boost employee motivation and satisfaction and strengthen trust and collaboration within the team .
• 📈 Through peer reviews, employees can receive constructive criticism and solutions on how they can work to meet the company's expectations and contribute to its growth.

🌟 33 Positive peer review feedback examples

We structured these positive feedback samples into competency-specific examples and job performance -specific examples.

🗣️ Communication skills

• "You effectively communicate with colleagues, customers, vendors, supervisors, and partners. You are a key driver of our high customer satisfaction scores."
• "You are an excellent communicator, and you are adept at discussing difficult issues effectively and straight to the point."
• "Tom has excellent communication skills and always keeps the team up-to-date on his progress, ensuring the team is always on the same page."
• "John is an excellent mentor who is always willing to share his knowledge and experience with others, providing guidance and support when needed."
• "Your approach to giving peer feedback is exemplary. You have a knack for delivering constructive insights in a manner that fosters growth and understanding. Your peers, including myself, value the way you phrase your feedback to be actionable and uplifting."

🤝 Teamwork & collaboration

• "I appreciate the way you collaborate with your team and cross-functionally to find solutions to problems."
• "You're an effective team member, as demonstrated by your willingness to help out and contribute as required."
• "Sarah is a true team player who always helps out her colleagues. She consistently meets deadlines and produces work of a high standard."
• "Bob is an excellent collaborator and has built strong relationships with his colleagues. He actively seeks out opportunities to share knowledge and support others on the team."

🤗 Mentoring & support

• "I appreciate that you never make your team members feel belittled even when they ask the simplest questions. You're eager to help, and you're exceptional at mentoring when people need advice."
• "I appreciate how Julie is always willing to share her knowledge and expertise with others. She is an excellent resource for the team and is always happy to help out when someone needs guidance."

😊 Positivity & attitude

• "I appreciate how Sarah always brings a positive attitude to the team. She is always willing to help out and support others, and her enthusiasm is infectious."
• "I appreciate how Maria always takes the time to build relationships with her colleagues. She is friendly and approachable, and she has a talent for bringing people together."
• "I appreciate how you remain calm under pressure and greet customers with a smile."

🙏 Professionalism & work ethics

• "I admire how you uphold organizational standards for inclusion, diversity, and ethics."
• "I appreciate how John builds relationships with clients and colleagues. He is always professional and courteous, and he has a natural talent for making people feel comfortable and valued."
• "I appreciate how David always takes a thoughtful and considered approach to his work. He is always looking for ways to improve his performance and is never satisfied with simply meeting the bare minimum."

⭐ Quality of work & performance

• "Your copy-editing skills are excellent. You always ensure that all articles published by the content marketing team are thoroughly edited and proofed, which is very important here at (COMPANY)."
• "You've improved XX by XYZ%, and you've streamlined the work process by doing XYZ."
• "John has a great eye for detail and consistently produces high work quality. I appreciate the way he is always happy to lend a hand to others when needed and proactively offers ideas to improve processes."
• "Karen is a fast learner and has a keen eye for detail, making her a valuable asset to the team."
• "I can always count on you to give our customers the best customer experience, and I appreciate the way you go over and beyond for them."

🚀 Innovation & initiative

• "You are always suggesting new ideas in meetings and during projects. Well done!"
• "You constantly show initiative by developing new ways of thinking to improve projects and overall company success."
• "Jane has been doing an excellent job with her projects, and her creativity and innovative ideas have helped move the team forward."
• "Samantha has a creative approach to problem-solving, and I have noticed that she often comes up with unique and innovative solutions to complex challenges."

🌱 Self-improvement & learning

• "You are constantly open to learning and ask for more training when you don't understand XYZ processes."
• "You accept coaching when things aren't clear and apply what you learned to improve XYZ ability."
• "David is a role model for the rest of the team with his continuous self-improvement mindset and focus on developing his skills and expertise."
• "I appreciate how Karen is always looking for ways to improve her work and is never satisfied with the status quo. She is a great role model for the rest of the team."

💼 Leadership skills

• "You show great leadership signs by owning up to mistakes and errors, fixing them, and communicating with others (quickly) when you're unable to meet a deadline."
• "During our recent project, I noticed how effectively you lead the team. Your ability to listen to everyone's input, make decisions promptly, and delegate tasks was truly commendable. The team felt both supported and empowered under your guidance."
• "Your leadership during challenging times is admirable. You remain calm, focused, and provide clarity when most needed. This not only keeps the team aligned but also instills a sense of trust and security amongst us."

😥 23 Examples of effective  negative performance peer review examples

All of the above are peer review examples for positive performance .

But it's not always that we only have good things to share.

So, what happens when you want to give negative feedback in cases of low or disappointing performance?

If handled rightly, negative feedback can improve an employee's performance . The key is giving criticism constructively.

📉 Overall employee performance

• "While your presentations are always well-researched and insightful, they can sometimes run longer than scheduled, which affects subsequent agenda items. For future projects, consider practicing time management during meetings or working on summarizing key points more concisely."
• "I've noticed that you often work late hours to meet deadlines. While your commitment is commendable, it's crucial to balance workload and ensure that tasks are spread out adequately. Perhaps adopting a more structured approach to project management or seeking delegation opportunities could help prevent last-minute rushes."
• "I've observed that while you excel in your core tasks, there's occasionally a delay in responding to emails or returning calls. This sometimes causes minor setbacks in our project timelines. It might be beneficial to set aside dedicated times during the day for communication or using a tool to manage and prioritize your inbox."

🧠 Mindset & perspective

• "You seem to focus more on what can't be done instead of offering solutions. I would like to see you develop an open mindset and work alongside our teammates on brainstorming solutions."
• "Jane has strong ideas but could work on being more open-minded and considering the perspectives of others to create a more collaborative work environment. I highly encourage her to actively listen to others' ideas and provide constructive feedback. As a result, I think she will become a better collaborator."
• "Lisa seems to stick to familiar routines and processes and be resistant to change. I think that she could benefit from being more open to change and new ways of doing things to encourage growth and innovation for the team. For a concrete suggestion, I would recommend for her to exchange ideas with new team members with different backgrounds or skill sets to broaden her perspective and challenge her existing ideas."
• "I think your ideas are really creative and valuable, but I've noticed that you sometimes struggle to communicate them effectively in meetings. I think it would be helpful for you to practice presenting your ideas to a smaller group or one-on-one, and to ask for feedback from your colleagues on how you can improve your communication skills."
• "Greg tends to be unclear or vague in his messaging, causing confusion and misunderstandings. I encourage him to practice active listening techniques such as asking questions to clarify understanding, and summarizing the conversation."
• "I've observed challenges in your approach to communicating with remote workers. At times, there seems to be a disconnect or delay in relaying vital information, which has led to inefficiencies and misunderstandings. It might be beneficial to revisit your communication tools and strategies to ensure that everyone, regardless of their location, stays informed and aligned."
• "I appreciate your attention to detail and your commitment to producing high-quality work, but I've noticed that you sometimes struggle to take feedback or suggestions from others. I think it would be helpful for you to practice being more open to feedback and to work on developing your collaboration skills."
• "Frank often puts his personal goals above the team's objectives, causing conflict and tension in the workplace. He could work on being more of a team player and prioritizing the team's objectives over personal goals to avoid conflict and tension and help the team meet our goals faster. For example, I would like him to attend our team-building activities or events to help build stronger relationships within our team."

⏰ Time management & meeting deadlines

• "I've noticed that you're having difficulty meeting your deadlines. I think it would be helpful for you to break down your tasks into smaller, more manageable pieces, and to communicate with fellow colleagues if you need more time or support to complete your work."
• "Alex could benefit from developing better time management skills to prioritize tasks effectively and avoid delays and missed deadlines. I think that with the right time management training and resources, he will discover time saving processes."

🛠️ Task execution & quality

• ‍ "I noticed you aren't meeting your targets. Let's get on a call in two days to go over your cold email strategy . Perhaps you can use an email verification tool to validate prospects' addresses." ‍
• ‍ "Jim could benefit from working on his organization skills and prioritizing his workload to avoid missed deadlines and inconvenience for the team. He could work on creating a system to better manage his workload and set reminders for important deadlines."
• "Although he is very fast at handling customer requests, Tim is not detail-oriented and often overlooks important aspects of a project, leading to mistakes and oversights. One idea for improving his attention to detail while maintaining his fast response time could be to implement a system of double-checking or quality control." ‍

📈 Explore 45 performance review phrases and extra tips and tricks for giving better performance feedback.

💼 Professionalism & attitude ‍

• ‍ "Peter could benefit from improving his professionalism in the workplace and avoiding negative or gossipy conversations that create tension. I think that focusing on more positive and constructive interactions with colleagues could help create a better work environment and work relationships."
• "Samantha can be confrontational and abrasive, making it difficult for others to work with her. She could work on being more approachable and collaborative. One way to do so is by practicing active listening and binge more mindful of how she communicates with others."

🌱 Personal development & growth

• "I appreciate the effort you're putting in, but I've noticed that you're struggling with certain tasks. I think it would be helpful for you to receive additional training or guidance in those areas."
• "Sarah has great potential but there is room for improvement, especially with regards to seeking out opportunities to contribute and taking initiative on tasks. I think she could benefit from setting goals and creating a plan to take more ownership of her work."

• "During team meetings, it would be beneficial if you could encourage other team members (especially quiet ones) to voice their opinions. When a few individuals dominate the discussions, it might be stifling innovative ideas from others."
• "I've noticed you generally give feedback in group settings. It would be more effective and respectful to provide constructive criticism in private to avoid any unnecessary embarrassment or tension amongst the team."
• "When receiving feedback, I've observed that you sometimes become defensive or dismissive. Truly embracing feedback can catalyze growth and development. It might be beneficial to explore methods or strategies that foster a more open and accepting attitude towards feedback."

🌱 Use your peer's feedback to create a development plan to set the path for growth? First, set concrete professional development goals . Then, define the concrete steps that will make your goals a reality.

📝 How do you write a peer review: Does & don'ts for giving feedback to peers

The following steps will help you learn how to write a peer review for your co-workers.

For each step, we included positive peer feedback examples and negative peer feedback examples.

By following these guidelines, giving quality feedback should no longer feel like an intimidating task.

1. Think about their work

Before writing your peer review, think about your colleagues' contribution to the workplace.

Then, to get you started, ask yourself the following questions?

• What are their strengths? What are their weaknesses?
• How can they improve?
• What are their latest accomplishments?
• What do I like or appreciate about them?
• What do I wish they did less? What do I want them to do more?
• What are their expected competencies? (In case your company uses a competency model ).

🔴 DO NOT  make the peer review personal. Try to avoid using "I" such as "I don't like..." or "I'm not comfortable with..." when giving constructive feedback.

🟢 DO Tie your comments to the goal of the peer review and not your personal references.

👎 "I don't really pay attention to what John does, so I can't say much about his work."

This peer review example is not helpful or constructive feedback because it doesn't provide any specific information or insights about John's work or his abilities. The feedback is vague and non-specific.

This kind of feedback is not only unhelpful, but it can also be demotivating and discouraging for John. He may feel that his contributions are not valued or recognized.

Recognition is something that people need to stay motivated and engaged. Last thing you want is to disengage and demotivate your peers.

👍 "John has a great eye for detail and consistently produces high-quality work. I appreciate his ability to prioritize tasks and his willingness to help others when needed."

This peer review sample is a good peer review example. It acknowledges John's strengths and provides specific examples of his skills and abilities.

The reviewer highlights John's ability to produce high-quality work, his attention to detail, and his willingness to help others, which are all positive attributes that contribute to the team's success.

👎 "I don't like the way that Mary interacts with others on the team. She can be really abrasive and confrontational, which makes it difficult to work with her."

This peer review example is overly negative and vague, providing no specific information or insights that could help the colleague improve. It also uses emotionally charged language that can be interpreted as a personal attack rather than constructive feedback.

The feedback is also specific and actionable, which can help John continue to excel in his work and contribute to a positive work environment.

👍 "I've noticed that Mary sometimes comes across as confrontational or abrasive in team meetings, which can create tension and make it difficult to collaborate effectively. I think it would be helpful for Mary to work on developing more positive and collaborative communication skills, such as active listening and empathy, to build more positive relationships with her colleagues."

This is another good peer review example because it acknowledges Jane's strengths and accomplishments while also providing specific and actionable feedback on areas for improvement.

By focusing on specific behaviors that Mary can improve, such as organization and task prioritization, the feedback is constructive and helpful for Jane. It also provides her with specific strategies for growth and development in her role, which can help her to continue to excel in her work.

Overall, this kind of feedback can be a powerful tool for helping colleagues to grow and develop in their roles, and for promoting a more collaborative work environment.

2. Be mindful of your colleague's feelings

While it's okay to give constructive feedback and share your honest thoughts on a peer review, you should communicate your opinions professionally without being rude or insulting.

Also, instead of constantly reiterating their weaknesses, let their strengths shine and think of solutions that could motivate them to do better.

🟢 DO be mindful of the tone of your feedback. Using harsh or judgmental language can damage relationships and create a negative work environment.

🔴 DO NOT  use condescending language when evaluating your colleague's performance.

Let's look at some peer feedback examples.

👎 "I don't believe my colleague can function effectively in this job."

👎 "I'm not really sure what Mary does around here. She seems to just be coasting and not really contributing much to the team."

👎 " Mary's work is consistently subpar and it's frustrating to work with her. She needs to work harder."

These are poor example of peer feedback because they are overly negative and do not provide any actionable steps for the person receiving the feedback to improve their performance.

Words like "subpar" and "frustrating" can be hurtful and demotivating, and don't give any specific information on what exactly Mary needs to improve on or how to do so.

👍 "While there's room for improvement, I appreciate the effort Mary puts into her work. I think she could benefit from more training and guidance on how to prioritize tasks."

👍 "I think Mary has the potential to be a great team member, but she could benefit from improving her communication skills. I would suggest that she work on being more clear and direct in her interactions with others."

These are better examples of constructive peer feedback because they acknowledges Mary's effort and provides specific steps for improvement. The reviewer uses more positive language to acknowledge that Mary is trying, and suggests that training and guidance could help her prioritize tasks more effectively or her communication.

The positive examples are more specific, actionable, and solution-focused, and are more likely to lead to improved performance and a more positive work environment.

By focusing on specific areas for improvement and suggesting a way forward, the feedback provides Mary with a clear path to success and encourages her to continue working hard to improve her skills.

3. Explain in detail

While your goal, when given a peer review form, is to focus solely on a particular area of your co-worker's performance, it won't help them in the long run.

🟢 DO share a comprehensive review helps your manager identify their areas of improvement and helps your colleague understand how others view their overall performance at work.

🔴 DO NOT focus on a single event or project. Discuss how they operate daily and their attitudes to work.

Do they have excellent communication skills?

Are they great at communicating with people?

How do they approach brainstorming sessions or when asked to handle complex tasks? 

🔴 DO NOT  critique every tiny detail about your colleague's performance. For example, a colleague's approach to handling a difficult task may be to take some time away from everyone or work and come up with answers than yours.

🟢 DO Understand and appreciate that everyone has different working styles, and it makes up their personalities and who they are.

Let's analyze some concrete peer review feedback examples.

👎 "Samantha's work is good."

👎 "Jane is a great teammate. Great work."

For the negative examples of peer review comments, the feedback is too vague. It doesn't provide enough detail for the recipient to be actionable or meaningful.

👍 "Samantha has great communication skills and is always willing to step in and help others. She excels at problem-solving and is able to stay calm under pressure."

👍 "I really appreciate Jane's ability to stay calm under pressure and help us problem-solve when things get tough. She's always willing to pitch in and go above and beyond to make sure the team succeeds, whether it's taking on extra work or providing a listening ear when someone needs to vent."

For the positive examples of peer review comments, the reviewer provides specific examples of the colleague's behavior and how it positively impacts the team. As a result, the feedback is more meaningful; the receiving peer can use to continue to be a great teammate in the future.

👎 "I can't believe how poorly Tom handled the client meeting last week. He was disorganized and unprepared, and it was clear that the client was not impressed.

This example of peer review feedback is overly negative and strictly refers to a single event. There is no indication that John always displays the same behavior. It also does not acknowledge any strengths or positive attributes that Tom may possess, which can make the feedback feel overly harsh and unfair.

👍 "I think Tom has a lot of potential, but I have noticed that he tends to struggle with giving presentations. I think it would be helpful for him to work on his preparation and public speaking skills, perhaps by attending a workshop or training session. With some additional support and training, I believe Tom could continue to grow in his role and make a positive impact on the team."

In this example, the reviewer does not refer to a single event but to a recurring behavior. By providing specific feedback and actionable steps for improvement, the feedback is more constructive and helpful for the colleague. It also focuses on growth and development rather than criticism and negativity.

This is what we call an effective peer reviewer.

4. Write clearly

Summarize what you've noticed about your co-worker's performance.

🟢 DO mention areas of improvement you've noticed and highlight areas you hope you see their work on in the future.

🔴 DO NOT beat around the bush with your answers during peer reviews.

Ensure your answers are clear, concise, and easy to understand.

👎 "Brian is fine, I guess."

This peer review doesn't provide any specific information or insights about Brian's work or his abilities.

There is a clear example of non-effective feedback. There is nothing actionable for Brian. Even if, on the surface, the reviewer did not share anything negative, there is no take-away for the reviewee.

👍 "I've noticed that Brian has been taking on more responsibilities lately and doing a great job. I think he could benefit from more opportunities to showcase his leadership skills and contribute to larger projects."

This peer review sample is a good example of constructive feedback. It acknowledges Brian's growth and contributions to the team, and suggests opportunities for him to further develop his skills and take on more responsibility.

By acknowledging that Brian has been taking on more responsibilities and doing a great job, the feedback is specific and provides actionable steps for Brian to continue to excel in his role.

👎 "I think Mary is a good worker overall, but there are some things she could improve on. Maybe she could be more organized or something."

👍 "I have noticed that Mary tends to struggle with prioritizing her tasks and meeting deadlines. To help her improve in these areas, I think it would be helpful for her to work on creating more detailed to-do lists or setting reminders for herself. Additionally, I think Mary could benefit from some additional training or support in project management skills."

📜 Templates you can use for you next peer review

Employee peer review templates for annual performance reviews

While there are different ways to create a peer review template, we recommend using Google Docs or Microsoft Word. Not only are they easier to use, but they are free too. With these two online document creation tools, you can say goodbye to purchasing expensive peer review templates or downloading special software.

Here is our free Google Forms template you can give colleagues to send each other meaningful feedback.

• 🌱 Make it as easy as possible for people to give each other meaningful feedback.
• 🧩 It's 100% customizable so you can truly make it your own.

➡️ Download your free peer review feedback form here.

You could also use Zavvy's feedback tool to collect peer reviews.

With Zavvy, you can create peer review forms that are relevant to the department or job.

For example, peer review forms for sales representatives, customer support specialists, or receptionists should focus on soft skills. In contrast, a Cybersecurity engineer or software developer might focus on technical skills.

This means that you'll need some kind of sheet that outlines your peer's competencies.

Don't forget to leave blank spaces on your peer review forms to allow the reviewers to add important yet overlooked topics.

If you're using Zavvy, you can either have reviewees choose their peers themselves - or have managers do it for them.

➡️ Facilitate feedback and growth with Zavvy

When implemented and done right, peer reviews can offer insights that you might never have otherwise discovered and increase an employees' performance.

Zavvy makes collecting feedback a breeze . With just a few clicks, you will have recurring feedback cycles.

• Select the types of feedback you want to collect - any combination of self-review , downward, upward feedback, or peer reviews.
• Customize the survey forms for each feedback type (Or use one of our ready-to-use templates ).
• Define your anonymity settings (Should all feedback be anonymous ?)
• Decide if you want to include a performance calibration step .
• Select the participants for your review cycle (For example, Taktile automates feedback cycles for their new hires at the 6 week, 12 week, and 18 week of their new hire journeys).
• Define the timeline for writing, nomination and feedback sharing tasks.
• Double-check all the details and activate your cycle 🏁 .

But, it's one thing to collect peer review feedback, and it's a different ballgame to use it to propel employee growth.

Don't leave your employees wondering what comes next.

Instead, roll out learning and development programs to improve their skills and put them on the right career path .

📅 Want to ensure a cycle of continuous development and grow your people? Book a demo  today.

Keke is Zavvy's expert in learning experience. On our blog, she shares experience and insights based on her studies in learning design and experiences made with our customers.

Als Nächstes lesen

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20 Best Peer Review Examples to Consider: Evaluating Your Teammates

• What are peer feedback examples?
• Why are they important for evaluations?
• Key elements of good peer review examples
• How do you give peer review feedback to remote teams?
• How do you write a peer review?

Peer feedback examples

How to use peer feedback examples to improve the evaluation process, faq: peer review examples.

Are you looking for peer feedback examples to share with your team during an evaluation?  That's an excellent starting point because, according to Gallup, only 14.5 % of managers strongly agree that they know how to give effective feedback. If that's true for the managers, imagine what it feels like for other team members, who may have even less experience with evaluating others.

Peer feedback has vast potential for change and improvement, but only if done correctly. In this article, you'll find plenty of positive feedback examples and those that help you address challenges in a kind and empathetic way.

Before we start, we should explain what peer feedback is. Peer feedback is a standard practice where employees evaluate each other's performance. Team members measure each other's efficiency, skills, and accomplishments in a survey usually conducted by the HR department.

However, statistics show that 21% of employees never respond to a peer feedback request. It's the last thing on their to-do list or they're not motivated to do it.

Your role as HR manager or business owner should be to make it as easy as possible for people to express their opinion. The best way to do so is by providing examples and prompts for giving constructive comments. You can use the peer feedback template that we provided in this article.

Source: Freepik

As mentioned, peer feedback benefits everyone and it's essential for an unbiased evaluation process. Here are reasons why you need to develop a peer feedback culture in your company:

• New insights - As a manager, you see your employees differently than co-workers. Often, peers can identify each other's strengths and hidden talents that you may overlook at first as a manager. 
• Employee retention - Your peer feedback data may help your company decrease the turnover rate. According to one survey, 92% of employees believe recognition increases the likelihood of retaining workers.
• Training insights - Peer feedback is a great way to discover areas for improvement. If some comments keep repeating, such as people reporting that one teammate lacks soft skills, you should consider organizing additional training or mentorship.
• Building a remote culture - These surveys boost employee engagement and make a remote employee feel valued and an equal team member. There's a misconception that remote workers are less productive than their colleagues working from the office, and peer feedback helps to evaluate everyone's performance more fairly .  
• Career paths - Sometimes, peer feedback can uncover that someone is capable of a new role that you haven't previously considered. If people keep praising your new customer support agent for their excellent leadership skills, you may consider discussing an alternative career path.

The importance of a 90-day review template

How to get started with a performance review template?

• Fill out peer review questionnaire
• Let AI generate peer review comments

If you're starting with implementing a feedback culture in your company, remember that your employees may need guidance on how to do it properly. Here are four elements of quality feedback that make giving feedback easier.

Likert scale

Suppose you want to get data on some particular quality or core value. In that case, the best way is to include a 5-point scale in the feedback example. The Likert scale increases the chances that people will be willing to respond to the survey because it's not binary (like Yes/No questions) and allows them to stay neutral for some questions.

All you have to do is list characteristics that interest you or prepare some questions. For example, has this person been giving extra effort lately? How would you rate their communication skills? Are they good team members?

Then, add the following scale from 1 to 5:

• 1 - Strongly disagree
• 2 - Disagree
• 3 - Neither agree nor disagree
• 5 - Strongly agree

Research shows that positive feedback might be more powerful than we think. People not only like feeling appreciated for their good behavior but it motivates them to work harder. Research shows that 39% of employees feel like their efforts aren't appreciated enough and that 69% of employees would work harder if they felt their efforts were recognized. You should encourage people to recognize each other's strengths because it creates a positive feedback loop that reinforces positive behavior.

You can share the feedback sandwich technique with your team and encourage them to use it whenever they want to share something that's not positive employee feedback. Every feedback should start with positive comments and end on a positive note. Any negative feedback or suggestions should be wrapped between two positive comments.

Areas to improve

Constructive criticism can be a game-changer within your organization if you handle it well. It contains massive room for improvement; sometimes, it's more powerful than a positive feedback example.

It's important to motivate people to be open and not be afraid to share negative feedback when necessary. Two things can help you:

• Make it anonymous - People tend to give more honest feedback when they know it won't affect their intrapersonal relationships. Don't forget to emphasize that feedback will stay anonymous and get them to open.
• Don't take it personally - Every HR knows that receiving negative feedback can be a source of stress for employees. Before any evaluation, you should point out that feedback is just a reflection of someone's current performance and not a reflection of their worthiness. If someone gets particularly upset, you should schedule a 1:1 session where you can discuss the negative feedback from a different perspective.

Open-ended questions and prompts

People are much more likely to provide constructive feedback if you give them prompts on how to answer. That's also the best method to get precise and meaningful feedback instead of vague sentences with little or no meaning.

If you're making a questionnaire from scratch, here are some ideas on what type of questions to include:

• What is one thing about X that you appreciate the most?
• What was their most significant accomplishment last month?
• How did they help you or other team members in the previous month?
• What do you wish they did differently?

Of course, your questionnaire will be more detailed and you may also add questions related to the industry you work in.

Peer Review

Providing comments and critiques to team members who aren't in the same room can be difficult, but through it, you can also improve your communication skills. An approach to consider is to use video conferencing to have a one-on-one meeting when possible to make the conversation feel more intimate.

It's also important to be clear in your feedback. Remote teams often rely on written communication, so make sure your feedback is easily understood. Focus on specific behaviors or actions they can improve rather than personality traits.

Finally, give feedback regularly. When working remotely, it can be easy to feel isolated or disconnected, so frequent feedback can help team members stay engaged and motivated.

Writing a peer review can be daunting, but there are a few key tips that can help you craft a useful and constructive review. It is essential to be specific when providing feedback. Refrain from making general remarks and focus on activities or behaviors the person can improve. Give examples of what you are saying, so they understand it completely and offer advice and solutions. Offering advice will demonstrate that you care about them doing better!

Moreover, be balanced when giving your review. Do not concentrate only on the negatives or the positives but offer an objective perspective. Be honest in your feedback, yet also understanding and empathetic. Always share a few positive thoughts on the person’s work!

Finally, be prompt when providing feedback. Don’t wait until the end of the project to give feedback. Instead, offer feedback continually and on time to help the person adjust and improve more quickly.

We'll now list some great peer review feedback examples you can use as a framework and share with your team.

Positive peer feedback examples

Giving peer feedback for the following things has the biggest impact on employee performance and satisfaction:

• Achieving a goal - Your determination and persistence inspire me. This goal will have a huge impact on the whole team, and we appreciate you working hard on it.
• Going an extra mile - I know the last few months haven't been easy for you. I just wanted to let you know that we all appreciate you going above and beyond and that you're a massive inspiration for the whole team!
• Helping a team member - I appreciate your help and support and thank you for taking time out of your busy day to answer my questions. You're a great colleague and mentor and I am happy to know you!
• Solving a problem - I appreciate your excellent problem-solving skills. If it hadn't been for you, I don't think we would have been able to meet a deadline on such short notice. It's great to have someone like you on the team!
• Learning a new skill - I saw that you've become a master of time management, and you've recently been juggling multiple projects like a pro! It would be great if you could share some tips, we all have much to learn from you!
• Contributing to company culture - I can't imagine what our office would be like without you! Thank you for making us laugh and cheering us up; you always make my day!
• Networking - I appreciate the enthusiasm you showed during that conference. Thanks to you, we established strategic partnerships with two companies!
• Innovative solution - In the five years I've worked here, no one has devised such an innovative solution to simplify the invoicing process. Your solution will save us hours weekly, and I appreciate it!
• Leadership - Leadership has never been about the role or the title. Leadership is all about the way you show up when things get tough. I just wanted to let you know that I appreciate you standing up for our team and taking the lead.
• Praise by someone else - Every time someone gives you positive feedback about your colleague or they compliment them on doing something, make sure to share it with your colleague. Not only will you boost their self-esteem and future performance at work, but this can also strengthen your relationship.

Negative peer feedback examples

No one likes to hear negative things about their work, but it doesn't mean we should avoid it at all costs. Sometimes, this type of feedback hides a vast potential for change and improvement. It's important to be mindful of how you're wording negative feedback and to teach your employees how to do it without hurting anyone's feelings.

Here are some real-life examples that you can use as a negative peer feedback template:

• Constantly missing deadlines - Hey, I've noticed that you've been struggling with time management lately. Is there anything we can do to support you, so it's easier for you to meet a deadline?
• Making mistakes at work - I've noticed that you're struggling with this new software we started using. Is there any feature that bothers you? Do you think additional training would be of help?
• Not meeting the target - I've noticed that you haven't met your target this or the previous month. Is there any obstacle holding you back and would you like to talk about it?
• Being absent-minded - Hey, I see you've been unable to concentrate recently. Is there anything bothering you outside of work? If you'd like to talk about it, I'm here for you.
• Communication skills - I think you have great ideas, but you need to be more assertive during the meetings to get your ideas across the board. It'd be a shame for others not to hear your brilliant idea.
• Cooperation - You're a great employee and doing all your tasks well, but I think you shouldn't be afraid to ask for help when needed. We're a team and we're here to help each other and cooperate.
• Micromanagement - I appreciate you trying to help me, but I feel pressure. I prefer to try to do things my way and then when I finish, you can give me more feedback on what should be improved.
• Personal problems - I've noticed you're a bit tired and nervous these days. I think your personal concerns might be affecting your productivity at work. Please let me know if there's anything I can do to help and support you.
• Customer satisfaction - You provide excellent customer support. However, you seem hesitant to address demanding customers. I know it's not pleasant, but it's also part of our job. I'd appreciate it if you could try to handle these situations with a positive attitude and see how it goes.
• Complain by someone else - When it comes to complaints and critiques that someone says about your co-worker, think twice. Is there something they could learn from that critique? Is there a way to use it for personal development? If that's the case, try to rephrase the comment not to sound too harsh, or use the feedback sandwich technique to tell it to your co-worker.

Best self-performance review examples

What Questions to Ask In a Performance Review?

How to gather 360 degree feedback?

‍ Mistakes to watch out for

As an HR or employer, you first must educate your employees on giving constructive feedback. Here are the three most common mistakes employees make during the peer performance review process that should be avoided.

Focusing on only one type of feedback

Some people always tend to criticize others, never complimenting them for achievements. On the other hand, some people are afraid to say anything negative, so they keep it to themselves and share only positive feedback.

Neither of these situations is something you should strive for. Ideally, you should encourage your employees to be honest and transparent and share both positive and negative thoughts with their colleagues.

Of course, everything depends on the situation and settings. If you see that your colleague is going through a rough period, you might want to focus on positive feedback to motivate them.

Being too vague

Your feedback should be as specific as possible, whether it's positive or negative. Vague and general feedback doesn't benefit anyone. Instead of saying that someone is a hard worker or an excellent team player, it's much better to describe a specific situation where they've shown those character traits and explain the difference it made.

The same goes for negative observations. If it's too vague, your co-worker might get confused and not know what to do with it. Be specific and let them know what area needs improvement.

Being judgemental or insulting

We know it can be challenging to stay calm when someone's behavior affects you. However, showing compassion and understanding towards your colleagues and their problems is important.

You never know what's going on in their personal life and what kind of challenges they could be facing. Remember always to stay kind and not judge their situation.

Now that you understand how to manage peer feedback, it's time to see how we can use it.

Schedule feedback conversations

Schedule 1:1 feedback sessions with your employees where you can discuss the results, praise them for good things and talk about ways to fix negative ones.

These sessions shouldn't be something that happens once a year during the evaluation process. You should develop a strong feedback culture in your company because people are more likely to be open if they receive continuous feedback.

Create a strategy to fix negative behaviors

Effective feedback is excellent, but it won't change anything unless you have a strategy. Feedback is just a starting point where the improvement starts. Talk to your employee and create a long-term plan for fixing the issue or improving their skills.

When you have a long-term strategy, it's important to break it into smaller goals and milestones. That's the best way to track progress and see what changes. You can use the SMART goal-setting system to ensure goals are specific, measurable, achievable, realistic and time-bound.

Create a learning program

The best way to use valuable insights you received is to consider them when creating learning and training plans for the next year. If there are areas where many employees are struggling, whether it's soft skills, technical knowledge, or something else, make it a priority to organize additional training or education.

If an individual has issues, they can be solved by assigning them a mentor to guide them through the process. The best way to find mentors is within your organization, if possible. For example, if one employee struggles with speaking in public and another is praised for the same thing, you can assign them as a mentor.

Create new teams

Peer evaluation may help you discover people with complementary skills that could achieve great results if working together. Consider the results of the feedback when creating new teams.

We hope the examples of peer review feedback will help you develop a strong feedback culture in your company. Remember that it's a marathon and not a sprint, and it takes time, primarily if your people are not used to regular feedback.

If you want to grow your employees in a modern and efficient way , sign up here and get access to the app that has everything you need in one place.

‍ How do you write a feedback on peers?

Be clear and concise, but also understanding and empathetic. The best way to write feedback to peers is to use the feedback sandwich technique, where you wrap your critique in between two positive comments.

What are some examples of positive feedback for peers? 

There are different areas of positive feedback for peers. One can say that the peer’s persistence and determination inspire other team members regarding goal achievements. For problem-solving, the example is - without the employee’s capability to solve challenges, it would be impossible to meet the deadline in time. Finally, for learning new skills, one can suggest that a peer mastered time management, which allowed them to handle complex tasks in a shorter period. 

How do you give peer feedback in writing examples?

There are different approaches to giving peer feedback in writing. Most importantly, you need to focus on strengths and areas for improvement. Here are some writing examples of peer feedback to consider:

• A person is an active listener and can sustain a work meeting for a long time
• An employee can offer constructive and valuable insights into obstacles a team faces
• A worker is great at working under pressure
• An employee always responds to feedback and perceives its positive and negative aspects with ease
• A person is a great communicator, which makes team collaboration much better

How do you write a peer review for a coworker?  

When writing a peer review for a coworker, there are key aspects to consider:

• Reflection. Think about your coworker’s strengths and weaknesses, taking into consideration all aspects of their work.
• Clear and actionable feedback. Be specific, provide concrete examples and give suggestions that your peers can act on.
• Constructive criticism . It is crucial to determine whether a person can learn something from the critique. Presenting it respectfully and giving suggestions for improvement can make all the difference.
• Praise . This part entails identifying strengths and coworkers’ hidden talents. You might know something managers overlooked. 

Balanced approach. With both criticism and praise, you should preserve a balanced approach. You should point out areas that people need to improve, but in a way that they can also feel good about themselves.

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6 Common Leadership Styles — and How to Decide Which to Use When

• Rebecca Knight

Being a great leader means recognizing that different circumstances call for different approaches.

Research suggests that the most effective leaders adapt their style to different circumstances — be it a change in setting, a shift in organizational dynamics, or a turn in the business cycle. But what if you feel like you’re not equipped to take on a new and different leadership style — let alone more than one? In this article, the author outlines the six leadership styles Daniel Goleman first introduced in his 2000 HBR article, “Leadership That Gets Results,” and explains when to use each one. The good news is that personality is not destiny. Even if you’re naturally introverted or you tend to be driven by data and analysis rather than emotion, you can still learn how to adapt different leadership styles to organize, motivate, and direct your team.

Much has been written about common leadership styles and how to identify the right style for you, whether it’s transactional or transformational, bureaucratic or laissez-faire. But according to Daniel Goleman, a psychologist best known for his work on emotional intelligence, “Being a great leader means recognizing that different circumstances may call for different approaches.”

• RK Rebecca Knight is a journalist who writes about all things related to the changing nature of careers and the workplace. Her essays and reported stories have been featured in The Boston Globe, Business Insider, The New York Times, BBC, and The Christian Science Monitor. She was shortlisted as a Reuters Institute Fellow at Oxford University in 2023. Earlier in her career, she spent a decade as an editor and reporter at the Financial Times in New York, London, and Boston.

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