Performance reviews serve as a critical process in managing a team, akin to monitoring ongoing projects for adjustments in time or scope.
These reviews are more than just routine tasks, they are valuable opportunities for growth, improvement, and collaboration. Taking the time to prepare and engage in performance reviews can significantly enhance team efficiency and cohesion.
Preparing for performance reviews requires careful consideration, one crucial aspect of which involves crafting well-thought-out review questions.
These questions should be designed to gather meaningful insights, fostering a two-way conversation with your team members.
The more thought and effort you put into your performance reviews, the more you and your team will get out of it.
To help you plan for performance reviews, we have prepared 20 performance review questions you should ask on your next performance review.
What are performance reviews?
Performance reviews, also known as performance appraisals or performance evaluations, are assessments in which a manager evaluates an employee’s job performance over a specific period. These reviews typically involve both the manager’s assessment of the employee’s work, as well as a self-evaluation by the employee.
The goal of a performance review is to provide feedback, identify areas of strength and improvement, align individual and company goals, and discuss future objectives. They can also serve as a tool for determining promotions, bonuses, raises, and in some cases, terminations.
Performance reviews can take many forms, from informal, ongoing feedback to formal annual evaluations.
The most effective performance reviews are typically those that foster open and honest communication between managers and employees, focus on constructive feedback, and align with the company’s strategic objectives.
It’s important to note that while performance reviews can provide valuable insights and help drive performance, they should not be the sole source of feedback an employee receives.
Regular, ongoing feedback and communication can often be more effective in driving performance and employee engagement.
1. What has made you proud to work in this company since the last time we had a performance review?
A great way to break the ice during the performance review — which is usually stressful for many people — is to ask this positive question. By asking this question, you engage the employee and allow them to feel valued from the start.
2. Do you have any feedback for us before we start?
This review question often comes up at the end. But putting it at the start gives the employee a chance to say something they might not mention after the review is done. Based on how the review goes, an employee might change their mind about asking that question.
3. Do you have access to all the resources you need to do your job in the best possible way?
At most companies, management is not usually aware of what tools and resources the employees need to excel at what they do. While sometimes there are understandable reasons for why the employees are missing needed resources, other times the problem is simply the lack of communication.
By asking this question, your employees will see that you care about their needs and value their opinion.
4. What is one area where you feel like you could improve at your job?
Most employees want to be the best at their job; however, they sometimes don’t have the right knowledge or opportunity to do so. As their manager, you can benefit from knowing whether or not an employee is satisfied with their own performance.
Once you know that an employee desires to grow, you can develop actionable steps to help that employee develop in the desired direction.
5. Do you feel like you and your team have the right synergy?
Most of the time, employees work in teams or a larger groups that work on tasks with the same common goal or vision. Because of this, team members must work well with each other.
It is essential for you as their manager to be aware of any problems among teammates so that you can help them correct those problems and maintain productivity and efficiency.
6. Can you explain how the management has helped you in doing your job?
Employee feedback on your performance should be a part of the performance evaluation for the employee.
There are high chances that you or another manager in the company has both helped and hindered an employee’s performance. Thus, it is crucial to receive employee feedback, which will cl