Performance Review Guidelines
Establishing Peer Review Guidelines for Performance Evaluations
This prompt helps HR teams create guidelines for incorporating peer feedback into performance reviews. It emphasizes fairness, transparency, and actionable insights to foster collaboration and a supportive work environment.
Responsible:
HR/Recruiting
Accountable, Informed or Consulted:
HR, Leadership
THE PREP
Creating effective prompts involves tailoring them with detailed, relevant information and uploading documents that provide the best context. Prompts act as a framework to guide the response, but specificity and customization ensure the most accurate and helpful results. Use these prep tips to get the most out of this prompt:
Identify the specific roles and teams where peer reviews would add the most value.
Define criteria for evaluating peers based on job responsibilities and team dynamics.
Prepare templates or tools for gathering and structuring peer feedback.
THE PROMPT
Help design peer review guidelines to incorporate constructive feedback from colleagues into performance evaluations for [specific role] at [specific software startup]. Focus on:
Setting Review Criteria: Recommending focus areas, such as, ‘Ask peers to evaluate collaboration, communication, dependability, and contributions to team goals.’
Ensuring Fairness: Suggesting guidelines, like, ‘Use structured templates to ensure feedback is objective, specific, and tied to observed behaviors or outcomes.’
Anonymity Options: Including considerations for comfort, such as, ‘Allow anonymous feedback to ensure honest and unbiased responses, if appropriate.’
Balancing Feedback Sources: Proposing holistic approaches, such as, ‘Combine peer reviews with manager evaluations and self-assessments for a 360-degree view.’
Integrating Insights: Recommending follow-up actions, like, ‘Use peer feedback to identify strengths and areas for improvement, and incorporate them into development plans.’
Provide a structured peer review framework that enhances performance evaluations with valuable team insights while maintaining a fair and constructive process. If additional details about team structures or desired outcomes are needed, ask clarifying questions to refine the guidelines.
Bonus Add-On Prompts
Propose strategies for training employees to provide effective and constructive peer feedback.
Suggest methods for integrating peer reviews into existing performance management systems.
Highlight techniques for ensuring peer reviews remain focused on growth and collaboration.
Use AI responsibly by verifying its outputs, as it may occasionally generate inaccurate or incomplete information. Treat AI as a tool to support your decision-making, ensuring human oversight and professional judgment for critical or sensitive use cases.
SUGGESTIONS TO IMPROVE
Focus on peer reviews for specific departments, such as engineering or customer success.
Include tips for balancing positive and constructive feedback in peer evaluations.
Propose ways to use peer reviews to identify team-level training or support needs.
Highlight tools like Culture Amp or Small Improvements for managing peer feedback.
Add suggestions for combining peer reviews with team-building activities to strengthen relationships.
WHEN TO USE
During performance reviews to incorporate diverse perspectives into evaluations.
To foster a culture of collaboration and mutual accountability among teams.
When rolling out 360-degree feedback processes across the organization.
WHEN NOT TO USE
For small teams or roles where peer feedback may be too limited or biased.
If peer review processes are not aligned with broader performance management systems.