Employee performance review questions and answers
You’re not sure about which performance review questions to ask? Or maybe you’re looking for some fresh performance review question examples to save you from the tedium of using the same old tired performance appraisal questions year in and year out. Whatever the case is, we have you covered. Show
As you scroll down, you will find some of the best sample performance review questions our team could put together. Each performance review question listed here serves a common goal. It is the same goal that every performance appraisal secretly serves: Strengthening the bond between employee and employer. Whether that goes through accountability in the employee’s current role, performance review questions about career development, or simply asking questions on workplace culture, these sample questions are here to help! So without wasting any more time on this long-winded introduction: Here are 45 sample performance review questions you should definitely start asking! Ask questions the right way!It’s not what you say, it is how you say it! We’ve all been in arguments with our significant others where this phrase came up. As frustrating as it may sound, are right! While the questions we’ve listed in this post are a great fit in any of your performance reviews, how you conduct those performance reviews can either make or break the entire process. The outdated way of conducting reviews through cumbersome Word or Excel documents has truly given them a bad rep. As important as performance reviews are to the success of an organization, when everyone involved hates the process, they can’t be expected to yield effective results. The best way to conduct performance appraisals is through the use of integrated performance review tools. If your organization uses Microsoft Teams on a daily basis, then Teamflect is the tool for you. Through customizable Microsoft Teams performance review templates, Teamflect allows users to keep entire review cycles inside a single app. No going through spreadsheets upon spreadsheets of Excel files, or using a separate tool for 360-degree feedback. Curious if Teamflect is the right performance review software for you? You can try it out for absolutely free, with no time limits, and without signing up! Looking to streamline your performance reviews? No sign-up required. 1. Performance Review Questions About the Ongoing PositionWe all know that focusing on the future plays a huge role in conducting effective performance reviews. That being said, asking performance review questions based on the employee’s current position in the organization is an absolute must! The employee performance review question examples below were designed to help leaders get a clear grasp on how the reviewee is handling their current role within the company. Below, you will find sample performance review questions on the employee’s current responsibilities, accomplishments, perceived strengths & areas of improvement, goal progression, and employee engagement. Remember that even with all the employee performance metrics under the sun, when you’re measuring performance, you are trying to measure a continuous process. We hope the performance review question examples below can help you with the daunting task in your hands! Job Duties & Responsibilities
Accomplishments and Achievements:
Strengths and Areas for Improvement:
Progress Towards Goals and Objectives:
Job Satisfaction and Engagement:
Performance Review Questions about Career DevelopmentWhen you are coming up with a list of employee evaluation questions or going through a bunch of sample performance review questions the way you are doing now, you should always know what purpose each performance review question serves. Even simpler, you should always know the real purpose of performance reviews. Performance reviews aren’t just a way to hold employees accountable for their performance within the review period. An effective performance review is a conversation and each conversation with your direct reports is an opportunity to get to know them better and to create further trust within the organization. With each passing year, individuals grow less and less invested in the success of their organization. Gen-Z employees care less about what they can do for their company and more about what said the company can do for them. And can you really blame them? When they look into the future, they see nothing but tech layoffs and uncertainty. Why do you think they are all quiet quitting?! Asking the best performance management questions about career development and their future within the organization shows that you are invested in them just as much as you are expecting them to be invested in you. Curiosity is an extremely strong tool that should be in the arsenal of every single leader. Show them that you care about their future by being curious about it: Be curious, not judgemental. Walt Whitman Career Aspirations:
Performance and Career progression:
Opportunities Within the Company:
Development and Training Needs:
Job satisfaction and Career growth:
Performance Review Questions about Culture and RelationshipsWell-mapped-out performance review questions are like a swiss army knife: Multifunctional. On a completely unrelated note: Who remembers the movie “Swiss Army Man”? What an unexpected treat that was, huh? Moving on. You need to ask performance review questions that provide you with insights into the employee’s performance. Sure. That is a given. While you’re at it, why not ask performance review questions that will give you a glimpse into what it feels like for someone to be a part of your organization? The data you receive from asking performance review questions can do so much more than help evaluate performance. Your performance appraisal questions can help provide you with enough insight into your organization for entirely new strategies for employee engagement, creating a culture of empowerment, fostering workplace creativity, and more! Teamwork and Collaboration:
Communication:
Work-life Balance:
Company Culture:
Follow-up about feedback and recognition:
Finding the Best Way to Conduct Performance ReviewsThe conventional way of conducting performance reviewsThe performance review questions you ask have tremendous power. Do you know what else has a massive impact on your performance appraisals? How you conduct them. For many organizations using excel performance review templates, word performance review templates, or pdf performance review templates seems to be the norm. Just because they are the norm, however, doesn’t mean they are the most effective way. In fact, they come with many different drawbacks: Lack of real-time trackingThe absence of real-time tracking is one of the main drawbacks of utilizing excel, pdf, and word for performance reviews. Since data must be manually entered into the system, it is challenging to track employee performance in real-time with excel, pdf, and word. Hence, it is challenging to obtain an accurate and current picture of employee performance. Also, the absence of real-time tracking makes it challenging to recognize issues promptly and take necessary action. Difficulty in organizing dataData organization is a challenge when utilizing Excel performance evaluation templates, which is another drawback. Large volumes of data cannot be stored and organized in Excel, PDF, or Word documents. As a result, tracking performance over time and comparing performance across different personnel can be challenging. The manual data entry and document sorting required when utilizing excel, pdf, and word to track performance can also be time-consuming. More room for errorFinally, using Excel, PDF, and Word for performance reviews has the potential to be biased. It might be challenging to guarantee that all staff is evaluated objectively and consistently without the right tools. Manual data entry might result in inaccuracies or errors, which can further increase bias in performance evaluations. Using Performance Review SoftwareIf you are spending all this time coming up with performance review questions, then you need to make sure that those performance review questions are in the most effective platform possible. That is why using employee performance review software is the single best way to conduct performance evaluations. Some core advantages that come with using top-of-the-line performance review software are:
You can find some of the best performance appraisal tools in the market today right here: Top Performance Review Software of 2023. While there are many different options available to consumers today, if you are part of an organization that uses Microsoft Teams, then the best option for you is: TeamflectTeamflect is an all-in-one performance management software, with one of the strongest performance review modules in the market today. Teamflect’s true strength lies in its seamless Microsoft Teams integration. Users can conduct entire performance review cycles with 360-degree feedback without even having to leave Microsoft Teams once. Teamflect’s performance review module comes loaded with an extensive library of performance review templates, each with great sample performance review questions of their own. The performance review questions within the templates are fully customizable, letting users cherry-pick their favorites and replace the ones they don’t like with performance review questions of their own. Teamflect automatically integrates data such as goal completion, tasks completed within the review period, and kudos received within the review period into performance reviews. Can you imagine entering all that data into an excel performance review template manually? We know. That is our hell too. Teamflect’s performance review templates include but aren’t limited to:
Conducting Performance Appraisals in Microsoft Teams with TeamflectLet’s go through a quick demonstration of just how you can use Teamflect to go through performance reviews inside Microsoft Teams. Step 1: Go into Teamflect’s Reviews ModuleThe first step si rather simple. All you have to do is go into the “Reviews” module by clicking on it on the left side bar, before selecting “New Review”. This module is both a central hub as well as an archive for all the performance reviews you conduct in your organization. Step 2: Choosing Your Performance Review TemplateThe next step would be to select the right performance review template for you. Teamflect has a massive library of performance review templates that can be applied to any situation. Teamflect users can customize these templates completely. Some of the ways you can customize Teamflect’s review templates include:
Step 3: Complete The ReviewOnce the review template has been sent out, the reviewee will receive both an e-mail alert, as well as an adaptive card inside Microsoft Teams, leading them to their performance review. Once both parties fill out the necessary information, the review is concluded. Automating Review CyclesThe example we walked through was the manual way of setting these reviews up. Depending on the review type, you might want to consider the option to automate your performance reviews, streamlining the process. For performance appraisals conducted in regular intervals such as year-end or quarterly reviews, this is a far safer option. Teamflect allows for many different custom automation scenarios for you to set up. Use the best performance review software for Microsoft Teams. No sign-up required. Benefits of performance reviewsBy conducting performance reviews regularly you can engage your employees and motivate them to perform their best. Below you can find the benefits of completing performance reviews. 1. Helps employees excelPerformance evaluations help employees who want to excel to a higher role. When you regularly evaluate your employees they will be able to create a plan for career growth. 2. Improves performanceWhen you share feedback with your employees they will improve their performance since they will be able to see areas for improvement more clearly. Positive feedback will motivate them to perform better as well because they will see that their contributions matter. Furthermore, positive feedback might mean monetary incentives and these incentives positively reinforce hard work as well. 3. Boosts employee engagementBy conducting performance reviews frequently you can show employees that you care about their efforts and this will increase employee engagement as well as employee loyalty. Seeing how their performance contributes to the success of their company will create employee engagement. 4. Help identify areas for improvementPerformance reviews help you determine who needs to receive more training as well as areas that need improvement. If at the end of a performance review you see that your employees are struggling to perform well on a certain task, you can provide a workshop to develop their skills. 5. Sets clear expectationsPerformance reviews help managers set clear performance expectations by reiterating them. When employees have a more clear understanding of their job responsibilities, they’ll be able to perform better. Frequently Asked Questions on Performance ReviewsDid you really expect us to write an article on questions to ask during a performance review, and not answer your questions about performance reviews? You will find below, some of the most frequently asked questions about performance reviews. Let’s tackle them all! How to answer review questions?How to answer performance review questions? Well, the simplest answer is: Be honest but not humble. Your performance review answers to performance review questions should paint you in an honest and believable light, without hiding your accomplishments. Let’s make something very clear. You didn’t work this hard during the review period for your accomplishments to go unnoticed. As you’re answering the performance appraisal questions your managers pose you, make sure you highlight all the awesome work you did! What questions to ask in a performance review?What questions to ask during a performance review? Whether you are looking for performance review questions for managers or employees, the three critical categories of performance review questions are:
You should ask performance appraisal questions that cover these three areas. How to answer self performance review questions?Self-performance review questions are designed to help you reflect on your achievements, strengths, weaknesses, and areas of improvement over a specific period. Avoid exaggerating your accomplishments or downplaying your mistakes. You can always use STAR method. What is the STAR method? The STAR method (Situation, Task, Action, Result) is an effective way to structure your responses. It helps provide a clear picture of your achievements and the impact they have had on the organization. What not to say in a performance review?
Avoid making assumptions about what your manager or colleagues think or feel. Instead, ask for clarification and feedback. What questions should I ask in a 90-day performance review?When asking employee review questions in a 90-day performance review, it is extremely important to remember that the person you are talking to is still a relative newcomer to the organization. That is why the performance appraisal questions you ask should be welcoming and positive.
How do I give myself a good performance review?Self-review has always been a tricky aspect of performance evaluations. When conducting your own self-appraisal, nothing works better than a bit of self-reflection and introspection. Channel your inner yoga guru and you’ll be set!
What are good questions to ask managers in performance reviews?Managers shouldn’t be the only ones asking questions during performance reviews. Asking questions to your manager during a performance review isn’t just a trick to help you shift power dynamics (Although it certainly works). As we said before in this article: Performance reviews are a conversation. Aren’t conversations far more enjoyable when both sides are equally curious? So here are some questions you should ask your manager during performance reviews:
Wrapping things upWhat a beautiful journey this has been! We set off with some of the best smart performance questions you can find online, before answering the internet’s most asked questions about performance reviews. If you’ve stuck with us through the entirety of this article, we just want to remind you that no matter which questions you ask during performance appraisals, or whichever performance review frequency you choose to go with, you should always treat your performance evaluations as an opportunity to form a stronger bond with your team, as opposed to a box you need to tick. We here at Teamflect, pride ourselves in providing our users with the best performance review experience available for Microsoft Teams or Outlook users. Since Teamflect has a free plan with full functionality for up to 10 users, you can always schedule a demo and experience the difference Teamflect makes in performance appraisals for yourself! What are the 3 core questions of performance reviews?Questions about the employee's overall performance. Questions about the employee's strengths. Review questions about possible areas of improvement. What are good performance review questions?Here are 20 of the best questions to ask during your performance review:. Is there room for growth within our department?. What goals should I work toward?. How can I help our team succeed?. What would make me a candidate for a promotion?. Am I meeting your expectations?. How are you measuring my progress?. How do you answer employee performance review questions?Tips for answering questions during a performance review. Use natural responses. ... . Review yourself first. ... . Know your achievements. ... . Take a moment. ... . Have solutions ready. ... . Ask your own questions. ... . Request a review summary. ... . What is your proudest accomplishment from the past year?. What should I say on an employee performance review?"You provide valuable guidance and support to your team, and they trust and respect you as a manager." "Your positive attitude and enthusiasm are contagious and have created a great working environment for our team." "Your attention to detail and commitment to quality have helped us produce outstanding results." |