25 peer review questions for employees, with examples
The best peer review questions ask about things coworkers actually see every day, like helping out, reliability and communication, and use a simple scale. Below are 25 you can use as they are, grouped by topic.
Teamwork
- How often does this person help without being asked?
- How well do they share the work during a rush?
- Do they cover fairly when someone is out?
- How easy are they to work next to?
- Do they finish their part before leaving?
Reliability
- Do they show up on time?
- Can you count on them to do what they said?
- Do they follow the closing or opening list?
- How often do others have to redo their work?
- Do they stay calm when things go wrong?
Quality
- How well do they follow recipes or standards?
- How clean do they keep their station?
- How careful are they with food safety or product?
- How well do they treat customers?
- How often do they catch problems before they grow?
Communication
- Do they speak up when something's wrong?
- Do they pass on information at shift change?
- Are they respectful when they disagree?
- Do they listen when someone gives them feedback?
- Do they keep drama out of the shift?
Growth
- Have they gotten better over the last month?
- Do they help train new people?
- Do they take on harder tasks?
- Would you want them on your busiest shift?
- Would you trust them to run a shift?
How to keep peer reviews honest
Questions matter less than conditions. People answer honestly when nobody can see their answer, when many coworkers answer, and when the results are averages over time. Without those, peer reviews turn into popularity contests or quiet deals between friends.
Why anonymous coworker ratings get closer to the truth
- Coworkers see the shifts you don't. You and your manager see a slice of the week. The people on the line see every close, every rush and every time someone disappears for twenty minutes.
- Anonymity removes the fear. Most staff won't tell the owner that a coworker slacks, because they have to work next to that person tomorrow. When nobody can see who gave which score, nobody can pressure or get back at a rater.
- Many raters cancel out one person's bias. Research on performance ratings found that a single peer's rating is not very reliable on its own (average reliability about .37 in a meta-analysis by Conway and Huffcutt, 1997). Averaging several raters is the standard way to fix that. By the Spearman-Brown formula, four raters at .37 each give an average with reliability near .70. That is why Wevree shows nothing until at least 4 coworkers have rated someone.
- Deals can't be checked, so they fall apart. If two friends agree to give each other a 10, neither can see what the other actually did inside Anonymous. Keeping your side of the deal gets you nothing you can verify, so the honest choice is also the safe one.
Short version: the people who work next to someone every shift know the most, and anonymity plus averaging is what lets that knowledge come out honestly.
What Wevree does not do
- It does not tell you who to fire, promote or pay more. It gives you one more honest input; the call stays yours.
- It does not replace talking to people. When scores drop, you still need a conversation to find out why.
- It needs at least 5 people working together, and at least 4 raters per person, before scores show. Very small or very split teams will see "not enough data" often.
- On a small team, one person can still move an average, so watch the trend over weeks, not a single week.
- It does not track location, cameras, cash or time clocks. It is about how people work with each other.
Honest answers to common doubts
Won't anonymous ratings turn into a popularity contest or a clique?
Coworkers rate the work criteria you pick, like speed, cleaning or helping out, not whether they like someone. Each score is an average of at least 4 raters, so one friend or one enemy cannot set it. Inside Anonymous nobody can see or prove how anyone else rated, so a group deal to boost or sink someone cannot be checked or enforced. Watch the trend over several weeks and compare it with what you see yourself.
On a small team, can't people guess who gave a low score?
Nobody, including Wevree and the owner, can see who rated what. You only see an average, and only after at least 4 coworkers have rated that person. That is why Wevree needs 5 or more people working together. On a very small team people may still suspect, which is a real limit to keep in mind.
Doesn't this replace real management?
No. Wevree does not tell you who to fire, promote or pay more, and it does not replace talking to your people. It gives you an honest view of the shifts you are not on, so your conversations start from facts instead of guesses.
People quit over pay and schedules. How does a rating app help with that?
It does not fix pay or schedules, and those matter. What it changes is recognition: the people who carry the team get seen every week, and their work builds a permanent record that belongs to them. Gallup and Workhuman found employees who do not feel recognized are about 3 times as likely to be looking for another job.
Is a permanent record bad for workers?
The WeResume belongs to the worker and nobody can edit or delete scores, including the owner. For a hard worker it is proof of real work that does not depend on one boss. Today it stays inside Wevree; sharing it with outside employers is not available yet.
Is there proof Wevree works?
There is no published study of Wevree itself yet, and we do not promise a result. The method rests on research about combining several peer ratings (Conway and Huffcutt, 1997). The fair test is your own team: the trial is 30 days, free, with no card.
Is it surveillance?
No. Wevree does not track location, cameras, cash or time clocks. It only collects what coworkers think of each other's work, on criteria you choose, and employees never pay.
Common questions
Should peer reviews be anonymous?
On small teams, yes, or most people won't be honest.
How many questions should I use?
3 to 5 per round. Long surveys get rushed answers.
Related owner questions
- I treat my employees well, so why doesn't it help?
- I treat my employees well and they still quit. Why?
- When employees fight, how do I know who's right?
- My employees keep quitting. What can I do about turnover?
Sources
Try Wevree free for 30 days. No card. Free for teams up to 5 people.