# PR Feedback Received

![A stylized line graph shows time to merge is high at 18 hours but is trending up.](https://cdn.prod.website-files.com/610c8a14b4df1ae46b1a13a3/634800eba996cf92d3ee0bb5_PR%20Feedback%20Received.jpg)

**What it is:** The number of comments received on PRs.

**Why it matters:** [Research](https://www.microsoft.com/en-us/research/wp-content/uploads/2016/02/ICSE202013-codereview.pdf) shows that code review is important for knowledge-sharing and collaborative problem-solving; this metrics helps you ensure that everyone in the team is receiving enough support and feedback that they need. While this is crucial for juniors, continual learning and growth matters for seniors too. For an example, see [this success story](https://www.multitudes.co/success-stories/storypark) on how one of our customers increased how much feedback seniors were getting from their peers.In addition, there’s also [bias in who gets good feedback](https://fortune.com/2014/08/26/performance-review-gender-bias/). Specifically, people from marginalized groups are more likely to get less, and lower-quality feedback. This is why it's important to have data to make sure everyone on the team is getting the support.

**How we calculate it:**  The **total number of comments written on the PRs that you've authored, excluding comments you've written on your own PR** (since you don't give feedback to yourself).**‍**

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**What good looks like**

Similarly to `PR Feedback Given`, our benchmarks show that it’s good to aim for at least 10 comments per week to each person on the team. This is based on research from our own data, looking across 6 person-weeks of data for 10 randomly sampled orgs.
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There are nuances –  for example, juniors might receive more feedback than seniors.

We recommend you use this data to focus on outliers. Someone getting very little feedback might not be getting enough support on their work. Someone getting lots of feedback might feel overwhelmed or could be the target of nitpicking.
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