Employee performance reviews are critical for analyzing and enhancing employee performance. However, too frequently, employee reviews are ineffective and have little effect. Why? Because supervisors are doing ineffective performance reviews. So, what questions should you ask in performance reviews? Tanca will show you in details below!

Why are performance reviews so important?

Performance reviews provide valuable input to both the firm and your employees. They allow your personnel to be recognized for a job well done or to identify areas that may require additional attention. People are motivated to improve when they receive acknowledgement and constructive criticism.

What occurs during a performance review?

Meeting with your manager to examine your job performance is known as a performance review. During this discussion, your manager will discuss your strengths, accomplishments, and areas for development.

A performance review might also be the occasion for your manager to give you a promotion or increase. Your manager will give you the opportunity to ask any questions you may have toward the end of your performance review.

The Best Questions To Ask In Performance Reviews

What is your favorite aspect of your job?

This question allows you to determine which components of an employee's job are enjoyable, interesting, and difficult. It also assists you in determining how well-suited workers are to their positions.

It's fantastic when employees like several aspects of their job. If they don't, you may ask follow-up questions to figure out what's bothering them and whether they'd be a better match in another role.

What aspects of your role would you change?

No position is ideal, and workers at all performance levels often have excellent suggestions for enhancing their efficacy and output. This inquiry allows you to identify employee pain areas and potential barriers to achievement. You may then start a debate about potential modifications.

What do you think your role contributes to the company's success?

Employee goals must be in line with corporate objectives, but this can be challenging to do if staff members are unaware of what is expected of them or how their contributions fit into the overall scheme.

According to a Gallup poll, half of workers are unsure about their responsibilities at work. You may assess employee comprehension of their role in driving corporate performance by asking this employee assessment question. The solution will make it clear where you need to provide the missing information.

How has working with your team been for you?

People spend a significant portion of their day at work, therefore engagement with coworkers is crucial. Inquiring about team dynamics can help reveal both positive and bad aspects of a team.

It would be ideal to hear from employees that they believe their team does a good job of communicating, coming up with fresh ideas, and solving problems. If not, you can solicit additional input, provide training, and organize some team-building events.

What inspires you to do your finest work?

Understanding the setting in which your staff function best is crucial. Some employees may claim that they require more frequent feedback, but others may be driven by challenging assignments that take them out of their comfort zone.

Observe their responses, then devise strategies for incorporating their top motivators into employee work experiences.

What objectives have you met so far? Which ones have you fallen short of?

Every performance review should include a fair assessment of an employee's achievements and where they are in terms of achieving their objectives. When you discuss concrete successes and failures, you ensure consensus on genuine accomplishments and future effort.

In which areas do you believe you do best?

Ask this evaluation query to learn how employees see their skills. Some workers might believe they have strengths in areas where the business is underutilizing them, which could be an opportunity to advance both the person and the business.

According to research, poor performers frequently overestimate their abilities. If you disagree with an employee's evaluation, you might present an alternative viewpoint.

What do you think the best opportunities for growth are?

Performance appraisals should be as forward-thinking as they are retrospective. You can discuss how to handle these areas with training, coaching, and other experiences if employees wish to learn a new procedure or technology, or if they need to develop their soft skills.

What are your main objectives for the coming quarter/year?

Just as you must discuss triumphs, you must also ensure that you and your employees are on the same page on future goals. Employees have the opportunity to discuss their personal and professional aspirations when setting priorities for goals and deliverables.

What position do you wish to be in the future?

It is possible to ascertain whether present performance will support future ambitions by talking to employees about their career goals. You can discuss particular areas for improvement and potential promotions or lateral transfers when employees need to enhance their performance to advance to the next job.

What do you require from me or the firm to help you succeed and grow?

This question gives employees the opportunity to explain what they require from their manager in order to be successful.

Employees may require a manager to intervene and provide support in the case of a tough relationship with a teammate, or they may require assistance in obtaining new tech to be more productive.

Read more: How to Recruit, Retain Teachers?

Example Goal-oriented Questions In Performance Reviews

Overall Efficiency Questions

What are your proudest achievements this quarter?
Which objectives did you achieve? Which objectives were not met?
What drives you to complete your tasks?
How may I improve the enjoyment of your work for you?
What would you consider the best working environments to be?

Employee Strengths Questions

What personal qualities help you accomplish your work well?
What makes you the best candidate for this position?
What abilities do you think we could employ more successfully?
What type of employment suits you best?

Improvement Opportunities Questions

What were your least proud of in terms of goals/deliverables? Why? How will you handle those situations differently in the future?
What are the top 2-3 priorities for you in the coming quarter to help you develop and grow?
What more can I do to support you in achieving your objectives?

Current Position Questions

Which employment duties or tasks do you find the most enjoyable? Which do you find the least enjoyable?
How do you believe your role contributes to the success of the company?
What do you dislike most about your present position? What changes would you make?
What is your favorite aspect about working at this company?

Future Prospects Questions

What are your top priorities for the coming quarter?
What do you wish to do next at this company? What would happen to your responsibilities?
What professional development options do you want to pursue to get there?
Which kind of professional development is most crucial to you?

Questions To Ask In A Performance Review As An Employee

Since the last evaluation, what experience, project, or action have you been most proud of?
Which of our firm values have you demonstrated the most in recent months?
How has your manager assisted you in achieving your objectives during the last few months?
What do you like best about your job?

Performance review questions to ask peers

What am I currently doing well, and what can I do better moving forward?
Do you believe I engage with my teammates enough?
How can I help you more effectively with your work?
What skills can I hone to become a better employee?
Can you give me an example of where I excel?

How do you make a performance review fun?

Create a Conversational Culture.
Make It Important.
Make a Continuity.
Look forward rather than back.
Don't skim the dialogue; instead, invest in technology.
Don't Put it off till the annual review.
Accept Science.
Make performance reviews a pleasant experience.

FAQs

What should you not do in a performance review?

Poor performance reviews might result from giving either too little or too much feedback. Employees must be given the opportunity to grow if management wants them to be successful. The benefit to everyone outweighs any sense of dread associated with providing criticism in the end.

What is the golden rule of feedback?

Make sure to provide immediate, on-the-spot comments. Praise it when you see it! Avoid generic compliments and instead state specifically what your employee performed that you found noteworthy. Your criticism must be concise and unambiguous.

Wrap Up

Feedback that is fair and honest reveals fresh perspectives on inspiring and involving your team. Employees can play a greater role in their performance and receive their manager's support for their advancement and growth when you give them opportunity for a balanced, two-way discussion.

What inquiries do you make of managers and employees while reviewing their performance? Please leave your finest performance management ideas and methods in the comments section below.