Peer feedback form template
Make it easier for teammates to give honest, useful feedback to each other.
Peer feedback is valuable — but only when people actually give it. When the process is awkward, time-consuming, or tied to a clunky HR system, responses become generic and the whole exercise loses its point.
Typeform's peer feedback form makes the experience feel less like a performance review and more like a real conversation. The one-question-at-a-time format reduces the pressure of staring at a wall of rating scales, and conditional logic lets you tailor follow-up questions based on earlier answers — so if someone marks a colleague as strong in one area, the form can dig deeper into specifics. You can connect responses to your HR platform or export results to share with managers during review cycles.
You can adjust the rating scales, add role-specific questions, and set the form to anonymous if that fits your team's culture. Most teams have it ready to send in under 30 minutes.
A peer feedback form is a structured survey that lets employees share observations and assessments about their colleagues' work and behavior. It's typically used as part of a performance review cycle, helping managers get a fuller picture of each team member beyond what they observe directly.
It gives you input that managers alone can't provide. Colleagues see different sides of a person's work — how they collaborate, communicate under pressure, and contribute to team dynamics. That context makes performance conversations more accurate and more fair.
A good peer feedback form typically covers these areas:
- How effectively does this person communicate with the team?
- How do they handle disagreement or conflicting priorities?
- What's 1 area where they've had clear impact?
- What's 1 area where they could grow or improve?
- How reliable are they in following through on commitments?
- Overall, how would you rate working with this person?
It depends on your team's culture and how you plan to use the results. Anonymous feedback tends to be more candid, but it can also make it harder to follow up on specific comments. A common approach is to keep individual responses confidential from the person being reviewed while sharing them with their manager in aggregate.
Most teams do it once or twice a year, aligned with formal review periods. Some teams with faster feedback cultures run shorter pulse versions quarterly. More frequent isn't always better — what matters is that you actually act on what you collect and close the loop with employees afterward.
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