Group Discussion: Giving and Receiving Peer Feedback by Diane Zievinger

Group 1: Clarity helps

dzievinger — 2025-10-06 14:53:42 UTC

It worked well when feedback was clear and focused on specific examples. What didn’t work was when people just said “good” or “needs work” without explaining why.

Group 2: Timing matters

dzievinger — 2025-10-06 15:44:51 UTC

Feedback right after a presentation was helpful, but waiting too long made it less relevant or harder to remember.

Group 3: Tone changes everything

dzievinger — 2025-10-06 15:45:24 UTC

When feedback sounded judgmental, people got defensive. But when it was framed as “something to try next time,” everyone listened more openly.

Group 3: Focus on the work, not the person

dzievinger — 2025-10-06 15:48:57 UTC

We think feedback should describe what can be improved in the task, not what’s wrong with someone’s ability.

Group 1: Balance positive and critical points

dzievinger — 2025-10-06 15:50:17 UTC

Start with what went well before suggesting improvements — that balance keeps the discussion constructive.

Group 2: Equal voice and empathy

dzievinger — 2025-10-06 15:50:47 UTC

Everyone should have a chance to speak and be listened to. Even if you disagree, show you understand the other person’s view.

Group 1: Use one feedback method

dzievinger — 2025-10-06 15:52:22 UTC

We’ll always follow the same structure: say one strength, one suggestion, and one takeaway.

Group 2: Give feedback quickly and kindly

dzievinger — 2025-10-06 15:52:57 UTC

We’ll share feedback within 24 hours, and always use respectful language.

Group 3: Keep it within the group

dzievinger — 2025-10-06 15:53:42 UTC

Feedback discussions stay private so everyone feels safe being honest.