Feedback shouldn’t be an annual event — it should be a daily habit. Peer feedback, given between colleagues without a hierarchical power dynamic, is one of the fastest ways to accelerate team learning and improve collaboration. Yet most teams struggle to make it part of their culture.
The Start–Stop–Continue framework makes feedback concrete and actionable. Instead of vague praise (“great job!”) or unhelpful criticism (“that wasn’t good”), it asks: What should this person start doing? Stop doing? Continue doing? This structure removes the guesswork and focuses on behavior, not personality.
The key to building a feedback culture is making it routine, not exceptional. Try a 5-minute peer feedback round at the end of your next retrospective, or set up a weekly “feedback buddy” pairing. When feedback becomes normal, it loses its sting and gains its power.