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As an employer, it's important to regularly assess the performance of your employees to ensure that they're meeting the organization's goals and expectations. However, conducting performance evaluations can be a daunting task, especially if you don't know what questions to ask.
In this blog, we have given a list of over 62 employee performance review questions that can help employers evaluate their employees' performance effectively. These questions cover various aspects of job performance, including job knowledge, communication skills, teamwork, problem-solving, and more.
By asking the right questions during performance evaluations, employers can not only evaluate their employees' performance but also provide constructive feedback and help them improve their skills and performance.
62 Important employee performance review questions you must ask
Here are 62 most essential employee performance review questions.
Employee performance review questions giving information about the employee's overall performance
1. What accomplishments are you most proud of for this quarter?
2. What are the ideal working conditions to be most productive?
3. What goals have you achieved?
4. What motivates you to finish your work?
5. What can we do to make your job more enjoyable?
6. Which goals seem short?
7. What was your greatest achievement at work?
8. What do you hope to achieve next year?
9. Performance Appraisal Questions: About Employee Strengths
10. What skills do you have that you think we could use more effectively?
11. Tell us about your personal strengths that help you do your job effectively?
12. What makes you the suitable fit for your position?
13. Which job is easiest for you?
14. Describe what work inspires you the most?
15. What skills or knowledge do your team members hope to provide you?
Employee performance appraisal questions about potential areas for improvement
16. What goals/accomplishments were you least proud of? why?
17. How do you plan to do them differently in the future?
18. What 2-3 things will you focus on next quarter to help you grow and develop?
19. What can we do to better achieve your goals?
20. Where do you think there is room for improvement?
21. Performance Appraisal Questions: Information about the employee's current role
22. What tasks/tasks do you enjoy the most?
23. What job duties do you like best?
24. What do you like best about your current role?
25. What would you change about your current role?
26. How do you think your role will help the company succeed?
27. What do you like most about working at our company?
Employee performance review questions about future growth and prospects
28. What are your main goals for the next quarter?
29. What is your biggest challenge for the coming year? how do you prepare for it?
30. Are your personal goals aligned with the goals of the organization? if not, why?
31. What is your next role in this company?
32. What professional growth opportunities would you like to explore to get there?
33. How would your responsibilities change?
34. Which career growth is most important to you?
35. Which position in the company do you want to move to next?
Employee performance review questions about relationships with managers or other employees
36. What (if any) concerns do you have about giving feedback?
37. How can I alleviate these concerns?
38. How would you like to receive feedback and/or recognition for your
work?
39. Did you get enough valuable feedback this quarter?
40. What are two or three things I could do differently to manage you better?
41. What do I do that most/least helps you do your job?
42. How have I helped you achieve your goals in the past months?
43. What can we do to improve our relationship?
44. What would you do differently if you were a manager?
45. Does the team feel they work well together?
46. Where has management helped and hindered your work?
47. What would colleagues or clients say about their recent interactions with you?
Employee performance review questions about company's culture and values
48. What are the main factors of the company's success?
49. Which of our company values ​​have you lived best in the past months?
50. Are you satisfied with our company culture and are there areas that need improvement?
51. What is your favorite thing about working at our company?
52. How can we make our company more inclusive and diverse?
53. When did you feel proud to be part of our company?
Employee performance review questions for managers
54. Here are the best review questions for managers:
55. What role does [name] play on the team and what impact has it had?
56. Describe a significant contribution that [name] made this quarter
57. What company value have you seen [name] emulate well over the past few months?
58. Describe how you contributed to the success and growth of [name] What projects did [name] excel at ?
59. How successful has [name] been in creating and achieving goals in recent months?
60. What are the focus areas/projects that [name] could benefit from?
61. How has [name] contributed to the company's current goals [win more contracts, launch new campaigns, etc.]
62. What positive interactions have you noticed between [name] and others?
Final thoughts
Conducting employee performance reviews is a crucial part of ensuring that your employees are engaged, productive, and meeting the expectations of the organization.
As such, it's important to ask the right questions that not only evaluate an employee's performance but also help them identify areas for improvement and develop their skills.
With this list of over 62 employee performance review questions, employers have a starting point to help them conduct meaningful and productive performance evaluations.
By asking these questions and having open and honest conversations, employers can improve employee satisfaction, productivity, and retention, ultimately leading to a more successful organization.
Frequently Asked Questions (FAQs)
Here are some frequently asked questions that people ask about employee performance review.
What is an employee performance review?
An employee performance review is a formal evaluation process in which a manager assesses an employee's job performance, skills, strengths, weaknesses, and overall contribution to the organization.
Why is conducting employee performance reviews important?
Conducting employee performance reviews is important for several reasons.
- It provides employees with feedback on their performance and helps them identify areas for improvement.
- It also helps managers identify high-performing employees and those who may need additional training or support.
- It provides a formal record of employee performance that can be used to inform decisions about promotions, pay raises, and disciplinary actions.
What are some common employee performance review questions?
Some common employee performance review questions include:
- What are your greatest strengths and weaknesses?
- What accomplishments are you most proud of over the past year?
- How well do you work with others on the team?
- What goals do you have for the next year?
- What areas of your job do you find most challenging?
- What support or resources do you need to perform your job more effectively?
How can I prepare for an employee performance review?
To prepare for an employee performance review, you should:
- Review your job description and performance goals
- Reflect on your strengths and weaknesses
- Consider specific examples of your accomplishments and challenges over the past year
- Identify areas for improvement and any training or support you need to achieve your goals
- Prepare questions to ask your manager or supervisor during the review.
How can managers ensure that employee performance reviews are effective?
To ensure that employee performance reviews are effective, managers should:
- Set clear expectations and goals for employees
- Provide regular feedback throughout the year, not just during the formal review process
- Use specific examples and data to support their assessments of employee performance
- Listen to employee feedback and concerns and address them appropriately
- Provide opportunities for employee development and growth based on the review's findings.
