Be deliberate about who you request performance review feedback from: Don't just go through your half or year without a plan here and just request feedback from those you happened to work closely with at the end.
Work backwards from how you want to be perceived at the end of the performance review cycle. Figure out the picture of your performance you want to paint and come up with the bench of peers who can paint that picture for you. From there, strive to build deep relationships with those peers (for advice on how to do that, here's our course on Effective Communication).
Make sure that feedback isn't duplicated: You don't want to waste your peers' time by having them write effectively the same thing about you.