60 Performance Review Questions for Employees and Managers

A Performance Review is a formal process where a manager evaluates an employee’s work performance. Providing feedback on strengths and weaknesses, setting goals for the future, and ensuring alignment with company objectives are part of the performance review. 

Performance reviews are critical to an organization’s success, providing valuable feedback to employees and managers alike. However, the effectiveness of these reviews relies on the quality of the questions managers ask. The right questions can elicit insightful responses, promote growth and development, and improve overall performance. 43% of highly engaged employees receive feedback at least once a week, and these highly engaged employees are 87% less likely to leave their roles.

This article showcases a list of 60 performance review questions for employees and managers. These questions encourage reflection, inspire improvement, and foster open communication. Incorporating these questions into your performance review process can create a more engaging and productive experience for all parties involved.

Benefits of Performance Review

Performance reviews offer numerous benefits to both employees and managers. The advantages of performance reviews are clear: improving job performance, increasing employee engagement, reducing turnover, and promoting growth. In the following section, we will explore the various benefits of performance reviews and how they can positively impact individuals and businesses. By understanding the importance of this process, organizations can create a more productive, motivated, and successful workforce.

Reduced Turnover:

One of the key benefits of performance reviews is that they can help reduce employee turnover. Organizations that give feedback consistently report turnover rates that are 14.9% lower than for employees who receive no feedback. Performance reviews can also help address issues early on, preventing them from escalating into more significant problems that may result in turnover. In summary, prioritizing employee development and job satisfaction through performance reviews can foster a loyal and motivated workforce, reducing the likelihood of turnover.

Increased Profitability 

Performance reviews can also contribute to increased profitability for organizations. Highly engaged teams show 21% greater profitability. By improving employee performance and engagement, businesses can achieve higher productivity and efficiency, leading to better financial outcomes. Additionally, performance reviews can help identify and address areas for improvement, reducing the costs associated with low performance and turnover. In short, prioritizing employee development through performance reviews can lead to a more motivated and productive workforce, positively impacting an organization’s bottom line.

Performance Review Questions for Employees

Asking the right questions during a performance review can elicit valuable employee insights. It encourages self-reflection and helps them identify areas for growth. Here are some performance review questions specifically designed for employees:

1. What accomplishments are you most proud of over the past year? How did they contribute to the team or organization?

2. What challenges have you faced in your role, and how did you overcome them?

3. What skills or knowledge areas would you like to develop further? How can we support your growth?

4. How do you prioritize your tasks and manage your time effectively?

5. How would you describe your communication style? How can you improve your communication skills?

6. Tell me about when you had to work on a team project. What was your role, and how did you contribute to the team’s success?

7. How do you handle feedback and criticism?

8. What motivates you in your role?

9. Describe a situation where you had to adapt to change. How did you handle it?

10. What are your career goals, and how do you see yourself progressing within the organization?

Performance Review Questions for Managers

While employees play a crucial role in the performance review process, managers also have an essential part to play. Here are some performance review questions specifically designed for managers:

1. How would you describe your leadership style, and how does it impact your team?

2. How do you provide feedback and recognition to your team members?

3. What strategies do you use to motivate your team?

4. Tell me about when you had to address a performance issue with an employee. How did you handle it?

5. How do you support your team members’ professional development?

6. What steps do you take to foster a positive and inclusive work environment?

7. How do you prioritize your time and ensure you’re focusing on the most important tasks?

8. How do you handle conflicts within your team?

9. Describe a situation where you had to make a difficult decision. How did you approach it?

10. What are your goals as a manager, and how do you plan to achieve them?

Goal-setting and Performance Measurement

Setting goals is an integral part of the performance review process. It provides a roadmap for employees to follow and helps measure progress. Here are some questions to facilitate goal-setting and performance-measurement discussions:

1. What were your goals for the previous performance period, and how did you work towards achieving them?

2. What obstacles did you encounter while working towards your goals, and how did you overcome them?

3. What goals would you like to set for the upcoming performance period? How do they align with organizational objectives?

4. How can we make your goals SMART (Specific, Measurable, Achievable, Relevant, and Time-bound)?

5. What resources or support do you need to achieve your goals?

6. How will you measure progress toward your goals?

7. How can we track and document your progress effectively?

8. What milestones or checkpoints should we establish to monitor your progress?

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Providing Constructive Feedback

Constructive feedback is essential for employee growth and development. It helps individuals understand their performance and identify areas for improvement. Here are some questions to guide constructive feedback discussions:

1. What were some highlights of your performance over the past year?

2. What areas of your performance would you like feedback on?

3. What specific actions or behaviors contributed to your success?

4. In what areas can you improve your performance?

5. What specific actions or behaviors should you focus on to improve?

6. What support or resources do you need to enhance your performance?

7. How can we measure progress toward improvement?

8. What steps can you take to implement feedback effectively?

Developing Career Growth Opportunities

Performance reviews present an excellent opportunity to discuss career growth and development. Here are some questions to facilitate conversations about career aspirations:

1. What are your long-term career goals?

2. How do you see your current role aligning with your career aspirations?

3. What skills or knowledge areas must you develop to advance in your career?

4. What training or development opportunities would you like to pursue?

5. How can we support your career growth within the organization?

6. Are there any specific projects or assignments you would like to take on to enhance your skills?

7. What steps can you take to demonstrate your readiness for advancement?

8. Can you provide examples of how you’ve demonstrated leadership outside your formal role?

9. How do you stay updated on industry trends and developments relevant to your job?

10. Can you discuss when you successfully resolved a conflict between team members?

11. How do you ensure your work aligns with the organization’s mission and values?

12. Can you share instances where you’ve gone beyond your job requirements to contribute to the team or organization?

13. What strategies do you use to stay motivated during challenging times?

14. Can you describe a situation where you had to quickly learn a new skill or adapt to a new technology? How did you approach it?

15. How do you foster collaboration and knowledge-sharing among team members?

16. Can you provide examples of how you’ve improved processes or workflows within your team or department?

17. How do you handle situations where you have conflicting priorities or deadlines?

18. Can you discuss when you had to deliver difficult news to your team or colleagues? How did you handle it?

19. What steps do you take to ensure that your work is of high quality and meets the necessary standards?

20. Can you provide examples of how you’ve effectively managed a project from start to finish?

21. How do you stay organized and ensure you can meet deadlines consistently?

22. Can you discuss a time when you successfully mentored or coached a colleague to help them improve their performance?

23. How do you seek opportunities for professional development and continuous learning?

24. Can you share instances where you’ve demonstrated creativity or innovation?

Conclusion

Performance reviews are vital for organizations to assess employee performance, provide feedback, and support career development. By asking the right questions, managers can delve deeper into employee performance, identify areas for improvement, and create actionable improvement plans. This article has provided 60 performance review questions that cover a wide range of topics, from goal-setting to personal development. By incorporating these questions into your performance review process, you can conduct more effective evaluations that support employee development and drive organizational success.