Employee performance reviews are key to understanding and improving employee performance. But all too often, employee reviews fall flat and have little impact. Why? Because managers are asking the wrong performance review questions. Create a better evaluation experience by taking a look at the top questions managers should ask during performance reviews.
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What accomplishments are you most proud of?
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- Starting off on a positive note helps employees shake off any nerves and open up during the rest of the meeting.
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What are your goals for the next six months/year?
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- Identifying and discussing measurable benchmarks gives your employee a clear path for achieving success at their next performance review.
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What have I done to help you do your job better? What have I done to hinder your job performance?
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- Your leadership is a major factor in their success or shortcomings.
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Do you have the resources and tools you need to perform your job?
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- This discussion can generate immediate plans for how you, other employees, or the company could contribute to stronger performance from your employee.
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Are there any other concerns you have going forward?
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- This question gives them the opportunity to share issues that may not be on your radar.
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What do you want your next position at this company to be?
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- This question provides a more direct way to gauge one’s plans for advancement and opens the door to creating a plan for them to reach the next level.
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In which area(s) would you like to improve?
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- This question reveals whether an employee’s perception of their weaknesses is in line with your evaluation.
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By asking specific, targeted questions in employee evaluations, managers can really dive into individual performance, employee motivations, and goals. This added level of depth shows employees their development is valued and gives managers ways to help employees grow.
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