Peer Reviews: Are They a Good Idea?
Peer Reviews: Are They a Good Idea?
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- Last Updated: 02 April 2021
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Peer Reviews in Training
Peer reviews can help people learn faster—or backfire. The difference is in the setup. Below is a simple way to decide when to use them and how to run them so they feel fair, useful, and safe.
The quick take
- Good: more perspectives, faster feedback loops, stronger buy‑in.
- Bad: leniency/harshness, popularity effects, vague comments.
- Ugly: bias or retaliation if trust is low or stakes are high.
Make peer reviews work (step‑by‑step)
- Set purpose and scope. Keep it developmental, not punitive. Say what decisions (if any) it will inform.
- Use a clear rubric. Focus on observable behaviours. Example criteria:
- Preparation & reliability
- Communication & listening
- Collaboration & accountability
- Problem‑solving & initiative
- Customer focus (internal/external)
- Train the raters (10 minutes). Calibrate with two sample scenarios; discuss what a “3” vs “5” looks like.
- Collect more than one view. Aim for 2–3 peers per person to reduce outliers.
- Protect safety. Use anonymous comments when needed; ban naming/identifying third parties.
- Ask for examples. Require one short “When you… the impact was…” note per criterion.
- Combine data sources. Pair peer input with a self‑check and manager view to spot patterns.
- Close the loop. Coach recipients on how to respond, pick one habit to practice, and set a check‑in.
When to avoid or delay peer reviews
- Teams with unresolved conflict or low trust.
- Very small groups (e.g., 2–3 people) where anonymity is impossible.
- High‑stakes decisions (promotion/termination) without other evidence.
- Right after a restructuring—wait until roles stabilize.
Run it in your next program
- Use our Train the Trainer (Full Course) to set expectations and debriefs.
- Need a lighter build? Try a Mini Course Package and add a peer‑review sprint.
- Warm up with a quick self‑assessment to prime constructive comments:
- For culture blockers, check: Assessing Your Organisation’s Culture (Questionnaire) and Readiness for Change.
Sample peer review prompts
- One thing this person does that helps the team reach goals.
- One behaviour that, if improved, would have the biggest impact.
- Describe a recent moment you saw them handle a challenge. What worked?
- How reliably do they follow through on commitments? Give an example.
FAQs
Should peer reviews be anonymous?
How many reviewers do I need?
What rating scale should I use?
How do I prevent popularity bias?
Can I use peer reviews for performance decisions?
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