Best examples of peer feedback request for performance reviews (with ready-to-use email templates)

Real examples of peer feedback request for performance reviews

Let’s skip the theory and go straight to what you probably searched for: real examples of peer feedback request for performance reviews that you can plug into email, Slack, Teams, or whatever your company uses.

Below, you’ll see different scenarios, each with a short template and notes on when to use it. You can mix and match phrases to sound more like yourself.

Example 1: Simple, direct peer feedback request (email)

This is the classic, no-drama version. Use it with teammates you work with regularly.

Subject: Quick feedback for my performance review

Hi [Name],

I’m working on my performance review for this cycle and would really value your perspective. Since we’ve collaborated on [project/task] over the past few months, you’ve seen my work up close.

If you’re open to it, could you share your feedback on:
• What I do well when we work together
• Where I could improve or show up more effectively
• Any specific examples from our work on [project/task]

A few short bullet points are totally fine. I know you’re busy, so even a quick response by [date] would help a lot.

Thanks so much,
[Your name]

Why this works: It’s specific, polite, and time-bound without sounding stiff. This is one of the best examples of peer feedback request for performance reviews because it tells the person exactly what to comment on.

Example 2: Peer feedback request for cross-functional collaborators

Maybe you worked with someone from another department on a project. They don’t see your day-to-day, but they do see how you collaborate.

Subject: Feedback request from our [project name] work

Hi [Name],

I’m putting together input for my performance review and would love to include feedback from people I’ve partnered with outside my core team. Our work together on [project/initiative] stood out, and I’d really appreciate your perspective.

If you’re willing, could you share a few thoughts on:
• How I contributed to the project’s goals
• How I communicated and collaborated with your team
• Anything I could do differently next time to make collaboration smoother

Short, honest feedback is perfect—no need to write an essay. If you can send anything by [date], that would be really helpful.

Thank you,
[Your name]

This example of a peer feedback request for performance reviews is great when your manager wants 360-style input from people beyond your immediate team.

Example 3: Asking for feedback in a remote or hybrid team

In 2024–2025, most teams are at least partly remote or hybrid. That means your peers may only see you in meetings or online tools, which changes what they can realistically comment on.

Subject: Feedback on how I show up in our remote collaboration

Hi [Name],

As part of my performance review, I’m collecting feedback from teammates I work with regularly in our remote setup. Since most of our collaboration happens through [Slack/Teams/Zoom/Docs], your perspective would be really valuable.

Would you be open to sharing a few thoughts on:
• How I contribute in virtual meetings and async discussions
• How responsive and clear I am in written communication
• Any ideas for how I could collaborate more effectively in our hybrid environment

Even a few quick notes or bullet points by [date] would be greatly appreciated.

Thanks again,
[Your name]

This fits current trends toward hybrid work and continuous feedback, which organizations like Harvard Business School have been writing about as companies rethink traditional annual reviews.

Example 4: Short, informal peer feedback request (chat/Slack/Teams)

Sometimes, an email feels too heavy. For close colleagues, a quick chat message can get faster, more honest responses.

Hey [Name]! I’m wrapping up my performance review and need some peer feedback. Since we worked together on [project], would you mind sharing a few quick thoughts on what I did well and what I could improve for next time? Even 3–4 bullet points would be awesome. Totally fine if you’re swamped—just wanted to ask.

This is one of the best examples of peer feedback request for performance reviews when you want something fast and low-pressure.

Example 5: Requesting feedback when you’re new to the team

If you joined recently, your peers may not know what to say unless you guide them.

Subject: Feedback as I wrap up my first [X] months

Hi [Name],

I’m coming up on my first [3/6/12] months here and my manager has asked me to gather peer feedback for my review. Even though I’m still relatively new, you’ve seen my work on [project/tasks], and I’d really appreciate your input.

It would be great to hear:
• Where you’ve seen me ramp up effectively
• Any strengths that stand out so far
• One or two areas I should focus on to get to the next level

Totally fine to keep it brief—bullets are great. If you’re able to send anything by [date], that would be incredibly helpful as I plan my development goals for the next few months.

Thank you,
[Your name]

This example of peer feedback request for performance reviews helps people focus on early impressions instead of long-term history.

Example 6: Peer feedback request focused on a specific skill

In 2024–2025, many companies are shifting reviews toward skills-based development. If you know a skill you want feedback on—like leadership, communication, or technical depth—say so.

Subject: Feedback on my leadership during [project]

Hi [Name],

For my upcoming performance review, I’m gathering peer feedback focused on specific skills. Since you worked closely with me on [project/initiative], I’d value your thoughts on how I showed up from a leadership perspective.

In particular, I’d love your honest view on:
• How I organized and guided the work
• How I communicated decisions and listened to input
• Any moments where you felt I could have led differently

Specific examples—positive or constructive—would be especially helpful. If you’re able to share a few points by [date], I’d really appreciate it.

Thanks so much,
[Your name]

You can swap out “leadership” for “communication,” “technical depth,” “stakeholder management,” or whatever your company emphasizes in its review framework.

Example 7: Peer feedback request when things were not perfect

Maybe a project was messy. That doesn’t mean you avoid feedback; it means you frame it.

Subject: Honest feedback from our [project] work

Hi [Name],

I’m gathering peer feedback for my performance review and wanted to ask you specifically because our work on [project] had both wins and challenges. I’d really value your honest perspective so I can learn from it.

It would help me to hear:
• What you felt I handled well, even when things were tough
• Where my approach made things harder for you or the team
• What you think I could do differently in a similar situation next time

Please don’t worry about sugarcoating—constructive feedback is exactly what I’m looking for. If you can send anything by [date], I’d truly appreciate it.

Thanks,
[Your name]

This is one of the most powerful examples of peer feedback request for performance reviews because it signals maturity and a genuine growth mindset.

Example 8: Template for anonymous or formal 360 tools

Many 2024–2025 performance systems use formal 360 tools where you nominate peers. You may still want to give them a heads-up.

Subject: Heads-up: 360 feedback request

Hi [Name],

I’ve nominated you as a peer reviewer for my 360 feedback as part of this review cycle. You should receive a formal request from [HR system name] soon.

Since the form can be a bit generic, I wanted to share what I’m most interested in learning from your perspective:
• How I collaborate with you and your team
• How effectively I communicate expectations and updates
• Any behaviors that help—or get in the way of—our work together

Please feel free to be candid; I’m using this to guide my development plan for the next year. Thanks again for taking the time.

Best,
[Your name]

This example of peer feedback request for performance reviews pairs nicely with structured 360 tools, which research from organizations like SHRM shows are increasingly common.

How to write your own peer feedback request (without sounding stiff)

Now that you’ve seen several examples of peer feedback request for performance reviews, let’s break down the pattern they share so you can customize your own.

Most effective requests include:

A clear context. Mention your performance review, the review cycle, or that you’re gathering input for your development. This makes the request feel legitimate, not random.

Why you’re asking them specifically. People respond more when they understand why their view matters: you worked closely together, they saw you in a certain role, or they led a partner team.

Simple prompts. Instead of “Any feedback is appreciated,” give 2–3 prompts like:

• What I do well when we work together
• Where I could improve
• Specific examples from [project]

This aligns with research on effective feedback conversations. For example, the Center for Creative Leadership emphasizes asking for specific feedback rather than general praise.

A light tone and low-pressure ask. Phrases like “a few bullet points are fine” or “even something brief helps” reduce friction. People are more likely to respond when the task feels manageable.

A gentle deadline. Giving a date helps them prioritize without sounding demanding.

When you read back through the best examples of peer feedback request for performance reviews above, you’ll see all five elements repeated in different flavors.

Common mistakes to avoid when asking for peer feedback

Seeing good examples of peer feedback request for performance reviews is helpful, but it’s just as important to know what not to do.

Being too vague. “Can you send me some feedback?” usually leads to generic praise like “You’re great to work with.” Nice, but useless for growth.

Sounding like you want only compliments. If you only ask, “What do I do well?” people may skip the constructive part entirely. Always invite both strengths and areas to improve.

Writing a wall of text. Long, dense paragraphs feel like work. Keep your request scannable, even in email.

Ignoring power dynamics. If you’re a senior person asking a junior peer, explicitly invite honest, balanced feedback and remind them that constructive input is welcome and safe.

Forgetting to thank people. A quick thank-you after they respond goes a long way. It also makes them more likely to help you again next cycle.

Adapting these examples for 2024–2025 performance trends

Performance reviews have changed a lot in the last few years:

• Many companies are shifting from once-a-year reviews to ongoing check-ins.
• 360 feedback and peer input are more common, especially in matrixed and hybrid organizations.
• There’s more attention on psychological safety and reducing anxiety around feedback.

Organizations like Harvard Business Review and leadership institutes have pointed out that feedback works better when it’s frequent, specific, and focused on behaviors, not personality.

That means your peer feedback requests should:

Normalize feedback as routine. Instead of treating your request like a once-a-year event, you can say:

“As part of my regular development and this review cycle, I’m collecting feedback from a few people I work closely with.”

Emphasize growth, not judgment. Make it clear you’re using their input to shape goals, not to defend yourself.

“I’m using this feedback to plan my development goals for the next year, so honest input—positive and constructive—is really helpful.”

Acknowledge remote and hybrid realities. If people mostly see you online, ask about communication, responsiveness, and collaboration in that context, like in the remote example earlier.

When you adapt the examples of peer feedback request for performance reviews above to match these trends, you’ll end up with messages that feel current and respectful of how people actually work in 2024–2025.

FAQ: Peer feedback requests for performance reviews

What are some short examples of peer feedback request for performance reviews?

If you need something very short, you can use:

“Hi [Name], I’m working on my performance review and would really value your feedback based on our work on [project]. Could you share a few quick thoughts on what I did well and what I could improve, ideally by [date]? Even a few bullet points is perfect. Thanks!”

or, for chat:

“Hey [Name], doing my review—can you send 3–4 bullets on how I’ve been to work with (strengths + 1–2 improvements)? Super brief is totally fine.”

How many peers should I ask for feedback?

In most companies, asking 3–6 peers works well: enough to see patterns, not so many that you overwhelm people. Check your company’s guidelines or HR portal; many organizations now publish review guidance on internal sites, similar in spirit to public resources from groups like SHRM that discuss feedback and evaluation practices.

Who should I choose as peer reviewers?

Aim for a mix:

• Someone you work with daily
• Someone from another team you partner with
• Someone senior to you who has seen your work up close
• Someone who has seen you in a different context (like a committee, task force, or volunteer initiative)

This variety gives your manager richer input than if you only ask your closest friends at work.

Is it okay to suggest what people focus on in their feedback?

Yes—and it usually leads to better responses. The best examples of peer feedback request for performance reviews always include prompts. You’re not telling them what to say; you’re just narrowing the lens so their feedback is relevant and specific.

Should I follow up if someone doesn’t respond?

A polite follow-up is fine, especially if you warned them about a deadline. Something like:

“Hi [Name], quick nudge on this in case it slipped through your inbox. If you’re still able to share a few quick points by [date], that would be really helpful. If not, no worries—I know things are busy.”

If they still don’t respond, let it go and move on to others.

When you put it all together, the best examples of peer feedback request for performance reviews are:

• Short and clear
• Specific about what you want
• Respectful of people’s time
• Honest about your desire to grow

Use the templates above as your starting point, tweak the language to sound like you, and you’ll never have to stare at that blank “feedback request” email again.