Peer feedback in the workplace: How to do it effectively to enhance performance

Mirjam Neelen & Paul A. Kirschner “Feedback is one of the most powerful influence on learning and achievement but this impact can be either positive or negative” (Hattie & Timperley, 2007, …

…One thing that clearly stands out, looking at number 1 in the model is that feedback needs to be directed towards a goal. This requires that you, as a feedback giver, are aware of this. It means that if you intend to give your peer feedback without him/her having requested it, you need to consider why that feedback is important for your peer and how to give it such that it’s accepted by / acceptable to her/him. It doesn’t necessarily mean that ‘unaware’ unsolicited feedback can’t cause serendipitous learning, it just means that we don’t know how to do that effectively.

Source: Peer feedback in the workplace: How to do it effectively to enhance performance

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