Quick answer
During an appraisal cycle you may be asked to give feedback on a few colleagues, and they may give feedback on you. This is called 360-degree feedback. Reviewers are usually nominated by you or your manager, feedback is normally confidential and summarised, and it is meant to help everyone grow.
What is 360-degree feedback?
It means feedback comes from all around you, not just your manager. Colleagues you work with share what you do well and where you could grow. In the same cycle, you may be asked to do the same for a few of them.
Who chooses my reviewers?
- Reviewers are usually nominated — sometimes by you, sometimes by your manager, often both agree.
- They are people who work closely with you, so their feedback is grounded in real experience.
- Your manager may add or confirm names to keep the mix balanced.
Is my feedback confidential?
In most setups, yes. Peer feedback is normally combined and summarised before the person sees it, so no single comment is tied to your name. That confidentiality is what makes it safe for everyone to be honest and helpful.
How do I give good peer feedback?
- Be specific. Point to real moments, not vague impressions.
- Be constructive. Frame growth areas as suggestions, not complaints.
- Be balanced. Note strengths as well as areas to improve.
- Be kind. Write it the way you would want to receive it.
How does it fit with the rest of the review?
Peer feedback complements your self-review and your manager's review. Together, these three views give a fuller, fairer picture. Remember, the goal is growth, not ranking — it helps each person see how they come across and where to focus next.
Frequently asked questions
- Will people see exactly what I wrote about them?
- Usually not. Peer feedback is normally combined and summarised, so it stays confidential and safe to be honest.
- Is peer feedback used to rank people?
- No. It is about helping each person grow, not scoring or ranking them against colleagues.