What is Peer-to-Peer Enablement?
Peer-to-Peer (P2P) Enablement pairs reps whose competency profiles are complementary — one rep's strength is the other's growth area, and vice versa. Pairings are built from Pulse data, so every match has a development rationale behind it.
For you as a manager, P2P turns Pulse insight into rep development action without adding sessions to your own schedule. Your role is to activate pairings, monitor engagement, and reinforce the work in your 1:1s.
Your P2P analytics view
Once pairings are active, you have a dedicated analytics view on the P2P Development page. To access it, go to Enablement → Peer Learning in the left-hand navigation.
You'll see:
Active pairings — how many pairings are currently running across your team
Completed actions — how many recommended activities your team has ticked off
Sessions logged — the total number of peer sessions recorded by your team
Stalled pairings — pairings that have been active for 7+ days with no logged activity
Per-rep breakdown — individual activity levels so you can see exactly who is engaging and who isn't
Each metric has a hover tooltip explaining what it means.
What to watch for
Stalled pairings are your main signal. A pairing with no activity after a week usually means the reps haven't connected yet. A short check-in during your next 1:1 — "Have you reached out to your P2P partner?" — is normally enough to get things moving. You don't need to facilitate the sessions yourself; you just need to hold the expectation.
Low action completion doesn't always mean low engagement. Some reps have good peer conversations but forget to log them. Encourage logging as a habit from the start.
Using P2P in your 1:1s
A standing question in your regular check-ins keeps the pairing active without turning it into another meeting for you:
"How's the pairing going? What have you tried?"
"What did you learn from your partner this week?"
"Is there anything blocking you from making time for it?"
P2P works best when reps know you're paying attention to it — not micromanaging, but genuinely interested in the outcomes.
Getting the most from P2P
Start with your middle performers. P2P has the highest return here. Mid-performers typically need one or two capability shifts to break through, and a peer who has already figured that out is the fastest path.
Run it after every Pulse. Competency data refreshes with each cycle, and pairings should evolve with it. Gaps shift as reps develop.
Watch for high-performers as mentors. If team numbers are uneven or a top rep has a strong competency your developing reps need, they may be included in a mentoring pairing. Acknowledge this — being recognised as a mentor is motivating.
What's next?