Examples of Peer Review Questions

45 Examples of Peer Review Questions

45 Examples of Peer Review Questions Complied and Explained by the Experts.


Conducting a comprehensive peer review is crucial for understanding an employee’s performance from multiple angles. While managers can provide a valuable perspective based on their supervisory experience, peer reviews add another layer of insight that is often more granular and reflective of day-to-day interactions. To capture a well-rounded view of an employee’s skills, behaviors, and contributions, a diverse set of questions is essential.

In this compilation, we have provided a list of 45 peer review questions that cover a range of topics from teamwork and communication to ethical behavior and technological skills. These questions are designed to elicit specific types of feedback that collectively contribute to a nuanced and thorough performance assessment.


1. How well does the employee collaborate with team members on projects and tasks?

This question aims to assess the individual’s ability to work well within a team context. It delves into how effectively the employee engages with colleagues, contributes to team discussions, and helps achieve common goals. Peers are often best positioned to evaluate these aspects because they work alongside the individual in a collaborative setting. Responses to this question can also reveal how well the employee understands and contributes to team dynamics.

2. Can you provide an example of when the employee demonstrated strong problem-solving skills?

This question seeks to uncover concrete instances where the employee exhibited the ability to approach challenges logically and arrive at effective solutions. It helps to determine the employee’s aptitude for critical thinking, resourcefulness, and decision-making. Peer input can be invaluable here, as colleagues may have directly benefited from or observed the individual’s problem-solving skills in action.

3. How would you rate the employee’s communication skills, particularly in stressful situations?

The objective of this question is to gauge how well the employee communicates under pressure. Whether it’s handling a difficult client or navigating a project setback, effective communication is key. Peers who have worked closely with the individual in high-stress scenarios can offer a firsthand perspective on the employee’s communication effectiveness, including clarity, diplomacy, and the ability to keep the team informed.

4. Has the employee taken the initiative to lead any projects or initiatives? If so, how successful were they?

This question aims to identify any leadership qualities the employee may have demonstrated. It looks into whether the individual has proactively taken on responsibilities, motivated others, and successfully seen a project or initiative through to completion. Peers can offer insights into how the employee’s leadership affected team morale, project outcomes, and overall productivity.

5. Can you comment on the quality and timeliness of the employee’s work?

This question is designed to evaluate the employee’s commitment to delivering high-quality work within designated timelines. It touches on aspects such as attention to detail, accuracy, and punctuality. Peer feedback is valuable here as colleagues often depend on each other to complete tasks on time and to a certain standard, impacting the overall team performance.

6. How well does the employee handle constructive criticism and feedback?

This question aims to assess an employee’s ability to accept, internalize, and act upon constructive criticism. The ability to handle feedback well is crucial for personal and professional growth. Peers are often in a position to provide feedback directly or observe how an individual reacts to feedback from others, making their insights particularly valuable for this metric.

7. Does the employee contribute to a positive and inclusive work environment?

The focus here is on the employee’s role in fostering a healthy, inclusive, and positive work atmosphere. This can include anything from encouraging team members and celebrating successes to treating everyone with respect and fairness. Peers can provide a ground-level perspective on how an individual’s attitude and actions affect the overall team culture.

8. Can you cite an instance where the employee showed adaptability to sudden changes in projects or priorities?

This question is designed to gauge the employee’s flexibility and adaptability. In today’s fast-paced work environment, plans can change rapidly, and employees must adapt swiftly to meet new demands or shifts in focus. Peers who have had to adapt alongside the individual can provide valuable insights into the employee’s ability to cope with changes effectively.

9. How effectively does the employee manage their time and resources?

Time management is a critical skill in virtually every role. This question looks at how well the employee juggles multiple tasks, prioritizes work, and utilizes resources to get the job done. Peers can offer unique perspectives, especially if they have collaborated on projects that required joint time and resource management.

10. How consistently does the employee demonstrate ethical behavior and integrity in their work?

Ethical behavior and integrity are foundational to any role and organization. This question aims to explore how reliably the employee adheres to ethical standards and displays honesty in their work. Peers are often well-placed to comment on this, as they interact with the individual in various work scenarios and can attest to their ethical conduct.


peer review questions examples


11. How well does the employee handle conflict within the team?

This question seeks to understand an employee’s conflict-resolution skills. Conflict is inevitable in any work setting, and the way an employee manages it can greatly affect team dynamics and productivity. Peers are usually the ones who experience these conflicts first-hand, making their evaluation critical in understanding how well the individual deals with disputes or disagreements.

12. Can you identify a skill or area in which the employee has shown significant improvement?

The purpose of this question is to recognize and celebrate growth. It provides a platform for peers to point out areas where they’ve seen noticeable improvement in the employee’s skills or behavior. This could be especially valuable for individuals who have been working on specific performance goals or undergoing training programs.

13. How well does the employee balance individual tasks with team responsibilities?

This question aims to assess the employee’s ability to manage personal workload while contributing to team goals. It’s important for team members to strike a balance between individual accomplishments and collective responsibilities. Peers can offer insights into whether the employee has been effective in balancing both.

14. Does the employee exhibit a strong understanding of the company’s mission and objectives?

This question explores the employee’s alignment with the company’s broader mission and objectives. It’s essential for team members to not only focus on their tasks but also understand how their work contributes to the organization’s overarching goals. Peers can often provide insights into whether the employee demonstrates this understanding in daily tasks and interactions.

15. How approachable is the employee for help or discussions related to work?

The objective of this question is to evaluate the employee’s openness and accessibility. Being approachable fosters better communication, teamwork, and a more cohesive work environment. Team members are more likely to seek help, clarify doubts, and share ideas when they find their peers approachable. This is often best assessed by those who interact with the employee on a regular basis.

16. How proactive is the employee in identifying challenges and proposing solutions?

This question seeks to understand an employee’s level of initiative and proactivity. A proactive employee doesn’t just wait for instructions but actively looks for ways to improve processes or solve problems. Peers can offer unique perspectives on whether the employee takes such initiative, as they often work together on tasks that require problem-solving and forward-thinking.

17. Can you comment on the employee’s reliability and dependability in fulfilling commitments?

Reliability is a critical attribute in any work environment. This question aims to gauge how dependable the employee is when it comes to meeting deadlines, showing up for meetings, and fulfilling promises. Peer feedback is particularly valuable here, as colleagues are often the ones who feel the impact of an individual’s reliability or lack thereof.

18. How respectful is the employee of diverse opinions and perspectives?

In today’s diverse work environment, respect for different viewpoints is essential for a harmonious workplace. This question seeks to understand how well the employee listens to, considers, and respects the opinions of others, especially when they differ from their own. Peer reviews can offer valuable insights into an individual’s ability to engage constructively with diversity.

19. How effectively does the employee prioritize tasks and manage stress?

Prioritization and stress management are key to productivity and well-being. This question aims to find out how the employee handles the pressure of multiple tasks or tight deadlines. Peers can often provide firsthand accounts of the individual’s capacity to stay focused and calm under pressure, which is beneficial for both the employee and the team.

20. How receptive is the employee to new ideas and innovative approaches?

Adaptability to change and openness to innovation are important traits in the modern workplace. This question explores whether the employee is willing to consider new ideas and adapt to innovative approaches in doing work. Colleagues who have proposed new ideas or witnessed the employee’s reaction to change can offer valuable insights.


peer review question examples by the experts


21. How well does the employee maintain client or customer relationships?

This question targets the employee’s skills in external relationship-building. In roles where maintaining client or customer relationships is crucial, understanding how well an employee performs in this area is vital. Peers who also interact with clients or work on client-facing projects can provide important context on this aspect of performance.

22. Is the employee effective in sharing knowledge and expertise with the team?

Knowledge sharing is a cornerstone of team growth and cohesion. This question aims to gauge whether the employee willingly shares expertise, insights, or helpful tips with colleagues. This is often a critical factor in team development, and peers are best positioned to comment on how much an individual contributes to this communal knowledge pool.

23. Does the employee actively seek feedback from peers or superiors?

This question investigates the employee’s willingness to engage in self-improvement by actively seeking feedback. An employee who regularly asks for feedback shows a commitment to personal and professional growth. Team members can attest to whether or not the individual has made efforts to request and utilize feedback constructively.

24. How frequently does the employee volunteer for additional responsibilities?

This question assesses the employee’s eagerness to go beyond their designated job role by volunteering for additional tasks or responsibilities. It can indicate a high level of motivation and willingness to contribute more to the team. Peers can give feedback on whether they’ve observed this kind of proactive behavior.

25. Can you provide an example of when the employee successfully navigated a complex situation?

Navigating complexity often requires a mix of skills including critical thinking, diplomacy, and strategic planning. This question asks peers to provide specific instances where the employee displayed these skills in resolving a complicated issue. Such firsthand accounts can offer valuable insights into an employee’s capability to handle complexity effectively.

26. How well does the employee articulate their thoughts and ideas in meetings?

The ability to clearly express thoughts and ideas is key to effective collaboration and decision-making. This question focuses on evaluating the employee’s skills in articulating points during team meetings or discussions. Peers who participate in the same meetings can provide insights into how well the employee communicates their ideas and contributes to collective understanding.

27. Does the employee display a willingness to mentor or guide less experienced team members?

Mentorship can greatly impact team cohesion and individual development. This question aims to determine whether the employee takes the time to guide or mentor less experienced colleagues. Feedback from peers can reveal the extent to which the individual has taken on a mentorship role and the effectiveness of that guidance.

28. How effectively does the employee manage remote work and virtual collaborations?

With remote work becoming increasingly common, this question evaluates how well the employee adapts to virtual work environments. This includes their ability to communicate, manage time, and collaborate effectively when not physically present in the office. Peers who have worked with the employee remotely can offer particularly relevant insights.

29. Can you comment on the employee’s ability to focus on long-term goals while managing short-term tasks?

Strategic vision coupled with day-to-day effectiveness is a valuable skill set. This question explores how well the employee can balance immediate tasks with long-term objectives. Peers who collaborate on both ongoing and future-oriented projects can provide context on how well the individual maintains this balance.

30. How active is the employee in participating in company-wide initiatives or events?

Engagement with company culture and broader initiatives can be an indicator of an employee’s commitment and morale. This question aims to find out how involved the employee is in activities or projects that go beyond their immediate team or department. Feedback from peers can help gauge the employee’s level of organizational engagement.


examples of peer review questions


31. How adept is the employee at handling confidential or sensitive information?

Discretion and confidentiality are critical in many professional settings. This question seeks to understand the employee’s capacity to manage sensitive information responsibly. Peers who have worked on confidential projects with the employee can offer firsthand insights into their reliability in this regard.

32. Can you describe the employee’s effectiveness in cross-departmental collaboration?

Collaboration across departments is often vital for the success of larger organizational projects. This question focuses on the employee’s ability to work well with team members from other departments. Peers from both within and outside the employee’s department can provide valuable feedback on this ability.

33. How attentive is the employee to details in their work?

Attention to detail can be a key attribute for roles that require meticulous planning or execution. This question aims to determine how well the employee maintains accuracy and precision in their work. Peers who have collaborated on detailed-oriented tasks can provide specific examples or general observations.

34. Does the employee consistently meet deadlines without compromising on quality?

The ability to work efficiently without sacrificing the quality of output is crucial. This question focuses on the employee’s ability to manage time in such a way that deadlines are met while maintaining high-quality work. Peers who have been on time-sensitive projects with the employee can offer relevant commentary.

35. How resourceful is the employee when encountering obstacles or limited resources?

Resourcefulness often comes into play when facing challenges or when operating under constraints. This question aims to gauge the employee’s ability to find effective solutions or alternatives when conventional methods are not applicable. Peers can discuss specific instances when the employee demonstrated resourcefulness in overcoming obstacles.

36. How would you rate the employee’s adaptability to rapidly changing situations?

In a fast-paced work environment, the ability to adapt quickly to change is essential. This question aims to evaluate the employee’s flexibility and resilience when faced with unexpected shifts in tasks, priorities, or team dynamics. Peers who have navigated changes alongside the employee can offer particularly useful perspectives.

37. Does the employee display ethical behavior and integrity in their professional interactions?

Ethical behavior and integrity are foundational to any workplace. This question seeks to assess the employee’s adherence to ethical standards and principles. Peers who have observed the employee in various situations, possibly including challenging ethical dilemmas, can provide valuable insights into their ethical conduct.

38. How well does the employee contribute to a positive workplace culture?

A positive workplace culture not only improves employee satisfaction but also productivity. This question asks peers to evaluate the employee’s contributions to creating a positive, inclusive environment. This could range from their attitude and behavior to specific actions that uplift team morale.

39. How willing is the employee to take ownership of both successes and failures?

Accountability is an important trait in any professional setting. This question aims to determine whether the employee is willing to take responsibility for their actions, whether they result in success or failure. Peers can provide examples or general observations to indicate the employee’s level of accountability.

40. Can you provide an example of a project where the employee demonstrated excellent project management skills?

Project management involves a range of skills including planning, executing, and closing projects effectively. This question focuses on evaluating the employee’s aptitude in managing projects from start to finish. Team members who have participated in projects led by the employee can give insights into their project management capabilities.

41. How well does the employee respond to constructive criticism?

Being open to constructive criticism is essential for personal and professional growth. This question aims to gauge how the employee handles feedback, whether they become defensive or use it as an opportunity to improve. Peers who have witnessed or participated in feedback sessions with the employee can offer their perspectives.

42. Does the employee show a genuine interest in the professional development of their peers?

A nurturing work environment often involves team members looking out for each other’s growth and well-being. This question evaluates whether the employee takes an interest in helping their colleagues develop professionally, perhaps by sharing opportunities or offering advice. Peer responses can shed light on this quality.

43. Can you comment on the employee’s crisis management skills?

Crisis management skills become evident when the stakes are high and time is of the essence. This question assesses how well the employee manages stressful, high-urgency situations. Peers who have worked with the employee during a crisis can provide unique insights into their ability to stay calm and make effective decisions.

44. How skilled is the employee in using technology tools relevant to their job?

Technological proficiency is increasingly important in modern workplaces. This question evaluates the employee’s skill level in using job-relevant software, tools, or platforms. Peers who use similar technology can offer a relative assessment of the employee’s technological adeptness.

45. Does the employee make data-driven decisions when applicable?

In many roles, the ability to make data-driven decisions is essential for optimizing performance and outcomes. This question assesses whether the employee effectively uses available data to inform their choices and actions. Peers can comment on instances where the employee either utilized or ignored data in decision-making processes.

Looking for more questions? See questions by Indeed.com.


Thoughts from the ClockIt Team.

In conclusion, peer reviews serve as a vital tool for capturing a multifaceted understanding of an employee’s performance, one that goes beyond the viewpoint of supervisors or self-assessments. This enables more targeted development plans, fosters a culture of continuous improvement, and ultimately contributes to both individual and organizational success. With the 45 peer review questions outlined in this guide, you are well-equipped to create a robust evaluation process that will yield invaluable insights for your team.

Also Read: How to include peer reviews into performance reviews. 



Basil Abbas

Basil is the Founder and CTO at ClockIt. With over 10 years of experience in the products space, there is no challenge that is too big in front of him be it sales, marketing, coding, etc. A people person and loves working in a startup for perfection.