Table 2 Main observations

1. Plan peer researchers recruitment. Due to the fact that the project is not necessarily a priority for all involved or because of unforeseen events, it is necessary to have back-ups for key posts and to identify potential participant substitutes.

2. Recruit peer researchers based on their ability to listen (to the people being interviewed, to trainers and guidelines), as well as on their ability to question themselves, to pro-actively suggest solutions and to be able to handle moments of uncertainty.

3. Design the training program by combining the expectations of peer researchers with those of other persons involved in the project.

4. Plan training so that it happens synchronously with research steps. In this way, knowledge acquired in training sessions can be implemented directly. Needs can also be answered as they emerge.

5. Improve one’s sense of ownership towards the project through weekly meetings, whether in-person or long distance (as phone or video conference calls).

6. Think about what motivates peer researchers. Take their contributions into account, provide feedback as soon as they report information or make a comment, include them in the process of broadcasting the results, and encourage them to spread the results on their end.

7. Develop a relationship between academic researchers and peer researchers based on mutual trust and respect, with the understanding that peer co-organizers help facilitate this effort.

8. Share control over research. Academic researchers must demonstrate an ongoing ability of being reflexive in order to include peer researchers’ contributions, and to reconsider their own research practices.

9. Plan ways to value peer researchers: through financial compensation, but also by recognizing their skills (especially by giving them university ECTS credits recognizing their training).