20 Peer Feedback Questions for Better Collaboration
Practical peer feedback questions for project debriefs, skill development, and day-to-day collaboration. Skip the formal 360 survey and get useful feedback from coworkers year-round.
Peer feedback happens between coworkers who work together regularly. Unlike formal 360 reviews that happen once or twice a year, peer feedback is informal, ongoing, and tied to specific projects or situations. The right questions make the difference between vague comments and actionable insights.
After a Project Wraps Up
Ask these within a week of completing work together, while details are still fresh.
- What part of our collaboration worked well that we should repeat?
- Where did we lose time or create unnecessary friction?
- If we did this project again, what would you do differently?
- What did I do that made your job easier?
- What did I do that made your job harder?
- Was there something you expected from me that I didn’t deliver?
When You Want to Improve a Skill
Pick a specific skill you’re working on and ask peers who’ve seen you in action.
- When I present in meetings, what lands well and what falls flat?
- When I disagree with something, how does my approach come across?
- Am I easy to work with when priorities shift?
- Do I pull my weight on shared work, or do things feel unbalanced?
- Do I follow through on commitments reliably?
When There’s Friction
These questions work best in a one-on-one conversation, not over Slack.
- I’ve sensed some tension between us lately. Am I reading that right?
- Is there something I’ve done that’s been frustrating?
- What would make our working relationship easier?
Giving Feedback to Peers
Before giving feedback, clarify what the person wants and frame your input around specific observations.
- Is now a good time, or should we find a better moment?
- I noticed [specific behavior]. Was that intentional?
- When [situation] happened, I interpreted it as [interpretation]. Was that accurate?
Quick Feedback for Everyday Work
- Was that helpful, or should I adjust my approach?
- Anything I should do differently next time?
- What would have made that handoff smoother?
Making Peer Feedback a Habit
Feedback works best when it’s routine rather than an event. Schedule a 15-minute debrief after projects, add a “feedback for me?” item to cross-functional 1:1s, or ask lightweight questions (18-20 above) right after interactions.
Tools like Windmill automate this by prompting for peer feedback based on actual collaboration patterns. When Windy detects you’ve worked closely with someone on a project, it asks the right questions at the right time, so feedback flows continuously without extra effort.
Peer Feedback vs. 360 Feedback
| Aspect | Peer Feedback | 360 Feedback |
|---|---|---|
| Timing | Ongoing, tied to projects | During review cycles |
| Formality | Informal conversation | Structured survey |
| Scope | Specific situation or skill | Overall performance |
| Audience | Direct to the person | Often shared with manager |
| Purpose | Immediate improvement | Evaluation and development |
Both have their place. Peer feedback drives real-time improvement. 360 feedback provides a comprehensive view during formal reviews.
For questions specifically designed for 360 reviews, see our guide to 360 feedback questions that get honest answers.
Frequently Asked Questions
What are good peer feedback questions to ask coworkers?
Good peer feedback questions focus on specific situations rather than general traits. Ask about recent projects, collaboration patterns, and observable behaviors. Questions like 'What could I have done differently on our last project?' get more useful answers than 'Am I a good teammate?'
How is peer feedback different from 360 feedback?
360 feedback is a formal process during performance reviews where peers, managers, and reports all evaluate someone. Peer feedback is informal and ongoing, like asking a coworker for input after a project or during regular collaboration. Peer feedback happens continuously; 360 feedback happens during review cycles.
When should I ask for peer feedback?
Ask for peer feedback after completing a project together, when preparing for a difficult conversation, when learning a new skill, or when you notice friction in a working relationship. The best time is while the collaboration is still fresh, ideally within a week of the project or interaction.
How do I give peer feedback without sounding critical?
Focus on specific behaviors and their impact rather than personality traits. Use 'I noticed' statements and frame suggestions as alternatives rather than corrections. For example, 'I noticed the client seemed confused during the demo. What if we added a summary slide?' works better than 'Your presentation was confusing.'