Peer Feedback Questions for Colleagues & Project Partners
Peer feedback questions uncover how someone collaborates, communicates tradeoffs, and follows through when no hierarchy is forcing compliance. Evaluation Guru runs peer feedback rounds on our built-in 5-question 360° Performance Review template, making it easy for colleagues to share written answers or a 3-minute browser video in under five minutes.
- Setup time
- Under 2 minutes
- Response mode
- Written or 3-min video
- Anonymity rule
- Min 3 responses
- Respondent login
- Never required
When to use this template
When to use peer feedback questions
Managers only see a fraction of a colleague’s day-to-day work; peers see the real collaboration habits in project channels, handoffs, and tough compromises.
Cross-functional project or launch wrap-ups
After a major product launch or client engagement, have 4–6 project partners exchange structured peer feedback while specific examples are fresh.
Quarterly peer review cycles for small teams
Run lightweight peer reviews without adopting a bloated HR platform—each person answers 5 focused questions in writing or on video.
Peer input inside a coaching engagement
Collect lateral feedback from fellow directors or partner leads to see how a coaching client shows up across departmental lines.
Recommended campaign setup
- Who the feedback is about
- Individual contributor, project lead, peer manager, or cross-functional partner
- Who to invite
- 4 to 8 colleagues who worked directly with the subject over the last 60–90 days
- Rater count & anonymity
- 4 to 8 peers (minimum 3 completed responses required for anonymous mode)
- Recommended cadence
- Quarterly or at the end of major cross-functional initiatives
Sample Questions (10 included)
10 peer feedback questions that get specific answers
Evaluation Guru’s built-in 360° Performance Review template gives peers five clear prompts: strengths, continue doing, start doing, stop doing, and additional comments. The lateral collaboration questions below are prompts to guide respondents—coaches and organizers can add context or include two or three of them in the campaign description and personal note.
- 1Strengths · Reliability & craft
“What are this colleague’s biggest strengths when partnering with you on shared deadlines or complex problems?”
Why it works: Focuses peers on real joint work rather than general likability.
- 2Strengths · Team multiplier
“Where does this person make the whole team sharper through their preparation, domain knowledge, or questions?”
Why it works: Highlights how the subject elevates peers in group settings.
- 3Continue · Handoffs & clarity
“What communication or handoff habit should this colleague continue doing because it saves everyone time?”
Why it works: Reinforces practical collaboration habits that reduce friction.
- 4Continue · Constructive conflict
“How does this person continue to handle disagreements or competing priorities in a way you respect?”
Why it works: Shows the subject what works when navigating tension between teams.
- 5Start · Proactive visibility
“What is one thing this colleague should start doing to keep cross-functional partners in the loop earlier?”
Why it works: Addresses the most common source of peer friction: late surprises.
- 6Start · Peer review quality
“How could this person start making their feedback or reviews of others’ work clearer and more actionable?”
Why it works: Helps senior individual contributors and leads improve how they critique work.
- 7Start · Decision velocity
“What should this person start doing in group meetings to help the team converge on a decision faster?”
Why it works: Encourages peers to move discussions from endless debate to clear next steps.
- 8Stop · Cross-team bottlenecks
“What habit should this colleague stop doing because it creates bottlenecks or rework for partner teams?”
Why it works: Gives colleagues a direct, work-focused way to name friction.
- 9Stop · Over-isolating
“Where should this person stop taking on work solo when looping in a peer earlier would get a better result?”
Why it works: Helps high performers who default to "hero mode" collaborate more openly.
- 10Additional comments · Concrete story
“Share one specific moment from a recent project that captures what it is like to work alongside this person.”
Why it works: One real project story is worth ten generic adjectives.
Practical Facilitation Guide
Tips for running effective peer feedback rounds
How you frame the invitation, protect respondent anonymity, and follow up before the deadline matters just as much as the questions you ask.
When Anonymous Feedback is enabled, Evaluation Guru enforces a minimum of 3 completed responses before unlocking the report, hides individual completion statuses, and shuffles written answers.
1. Pick peers who shared real work in the last 90 days
Five peers who collaborated closely with the subject on recent projects will give far better signal than 15 distant acquaintances. If you use Anonymous Feedback, make sure at least 3 peers complete the form so the report passes Evaluation Guru’s minimum-3 suppression threshold.
2. Explain how video and anonymity work together
When both Anonymous Feedback and Video Responses are enabled, written responses are completely anonymous and shuffled, while video naturally shows the speaker’s face and voice. Evaluation Guru displays a clear identity notice before anyone records.
3. Keep the window short (5 to 7 business days)
Peer reviews drag out when given a three-week deadline. Set a one-week deadline and use Evaluation Guru’s one-click reminder button two days before close.
4. Use Stop, Start, Continue when you want an even shorter 3-question pulse
If your team runs peer feedback every quarter and wants a 3-minute format, pair this guide with our Stop, Start, Continue template.
2-Minute Setup
How to run a peer feedback round in Evaluation Guru
Set up a peer review round in under 2 minutes with zero login friction for colleagues.
- 1
Name the colleague and select 360° Performance Review
Enter the subject’s name (or choose "Me" to request peer feedback for yourself) and select the built-in 5-question 360° Performance Review template.
- 2
Choose anonymous or named peer feedback
Toggle Anonymous Feedback if you want peer identities hidden (enforced with a minimum of 3 completed responses), and toggle Video Responses if peers want the option to record a 3-minute browser video.
- 3
Send unique invitation links
Add 4–8 peer email addresses. Evaluation Guru emails each peer a unique one-time link—or lets you copy the links to share directly.
- 4
Nudge pending peers and share the report link
Send one-click email reminders to anyone who hasn’t finished before the deadline, then review and share the organized report link.
FAQ
Frequently asked questions
Can I request peer feedback about myself in Evaluation Guru?
Yes. In Step 1 of the campaign wizard, select "Me" as the subject, choose the 360° Performance Review or Stop, Start, Continue template, and enter your colleagues’ email addresses.
How many peers need to respond for anonymous peer feedback to show up?
At least 3 completed responses are required. Evaluation Guru’s minimum-3 anonymity rule suppresses the report until 3 raters finish so an individual peer’s written answers cannot be singled out.
Do my peers need to sign up for Evaluation Guru to answer?
No. Every peer receives a unique one-time link in their email, answers in their browser (in writing or on video), and submits with zero login required.
Which template does this page map to?
It maps to Evaluation Guru’s built-in 5-question 360° Performance Review template (Google-style Feedback).
Internal Template Library
Related feedback templates
Stop, Start, Continue Template for Coaching & 360 Feedback
The Stop, Start, Continue template turns vague performance impressions into three concrete behavioral habits: what a person should stop doing, start doing, and keep doing.
360 Feedback Questions for Managers (Upward, Peer & Cross-Functional)
Great manager 360s focus on how a manager sets direction, unblocks their team, and collaborates across departments—not abstract competency grids that take an hour to score.
Team Retrospective Questions (Stop, Start, Continue Format)
Running async team retrospective questions before a live retro meeting prevents groupthink—so the loudest voice in the first five minutes doesn’t set the entire agenda.
Ready to send this feedback round?
Set up 360° Performance Review in under 2 minutes. Invite respondents with one-click links, collect written or 3-minute video answers, and share a clean report.