What Makes a Good Performance Review?
Companies with strong, honest employee performance reviews progress faster, perform at higher levels, and enjoy better relationships between managers and workers.
However, many businesses do not emphasize performance reviews questions; workers and supervisors simply “go through the motions” regarding these important evaluations.
The best performance reviews feature innovative, reflective questions that push employees to dig deep, stay honest, and provide thoughtful feedback that fosters company growth. Intriguing questions stimulate well-thought-out answers, and this dialogue is the key to finding answers to company-wide problems.
Often, the performance review questions that employers ask in performance reviews are vague. When questions are overly general, employees’ answers follow the same pattern. The feedback workers provide based on these questions is not specific enough to target current problems or meaningfully create change. In short, the entire performance review exercise is sometimes a waste of company time and resources.
However, employers can improve their performance review systems by asking new, different questions. Supervisors can gain new knowledge about workers’ performance goals, motivation, struggles, and more through specific, topical questions. Therefore, the key to improved performance reviews rests in the questions employers ask.
Below, we will illustrate how all different companies can transform their mediocre performance reviews into productive, illuminating question-and-answer sessions. One of the hallmarks of a successful, striving company is excellent communication, and these questions are sure to improve communication at businesses across the board.
We will begin with examples of average and below-average questions and then illustrate how employers can improve performance review questions. Of course, every company is different, and employers may want to tweak these questions to fit their specific industries and goals. Still, these suggestions will help companies begin to improve the process.
What Questions Should Managers Ask in Performance Reviews?
General Questions
Average Questions:
- How would you evaluate your performance so far this year?
- Are you content with your role in the company?
Enhanced Questions:
- Did you record any significant accomplishments this year? What were they, what did they mean to you, and how did these accomplishments help the company?
- What personal objectives did you fulfill? What were objectives unattainable?
- Regarding the goals, you did not meet, what is your plan to meet them next quarter?
- What inspires you personally?
- Name three things your supervisor can do to improve your overall job satisfaction.
- What working environment helps you increase productivity? How can your supervisor enhance that environment?
- What is one thing you would change about your day-to-day work conditions? Why?
Questions About Workers’ Strengths
Average Questions:
- What are your top qualities?
- Does your job allow you to use your best talents?
Enhanced Questions:
- What talents and skills help you perform your job at a high level?
- What unique personal skills and strengths make you the best candidate for this job?
- How could your position better take advantage of your skills?
- How can your supervisors better harness the potential of your talents?
- What kind of work—within your field—do you view as your “calling?”
Questions About Improvements Workers Can Make
Average Questions:
- What goals do you have for next quarter?
- What prevents you from working optimally?
Enhanced Questions:
- What accomplishments were you least happy with this quarter? Why? What is your plan to change the circumstances that led to those accomplishments, or lack thereof?
- What 3-4 goals can you set for next year that will help you grow as an employee and a person?
- What can your supervisor do to help you meet new goals? Name three specific concepts.
Questions About Workers’ Company Roles
Average Questions:
- Are you content at work?
- Is your position the right role for you?
Enhanced Questions:
- During a normal workday, when are you happiest? When are you most challenged? When are you most satisfied?
- Name two accomplishments from last year that helped the company grow and improve
- What do you enjoy about your job? What are two things you would change about your job if you could?
- What do you dislike about working for the company? What do you dislike about working under your manager?
- What do you love about working for the company? How does your supervisor help you?
Questions About the Employee’s Future
Average Questions:
- What are your career ambitions?
- Where do you hope to be in ten years?
Enhanced Questions:
- What are three specific objectives you have set for next quarter?
- Do you see your company’s role changing? When, why, and what role do you aspire to?
- What are three concrete things you can do to advance your role at the company?
- Is expanding your career, talents, and interests vital for you? Why?
Questions About Employees’ Relationships with Supervisors
Average Questions:
- Do you feel comfortable discussing problems with your supervisor?
- Is there anything you do not understand?
Enhanced Questions:
- Do you feel comfortable providing feedback to superiors? How can that process improve?
- Do you feel you receive enough feedback? Do you work better with positive feedback, critiques, or both?
- What are three specific ways your supervisor could improve?
- What is the most helpful aspect of your relationship with your manager? What is one aspect of your relationship with your manager that makes things worse?
- What can your supervisor do to make your professional relationship more productive?
Follow-Up Ideas
Average Tips:
Enhanced Tips:
- I can’t wait to speak with you next time; thank you for the feedback. We will consider all of your ideas. Do you mind if we follow up with questions?
- For next quarter, here are my top three goals for my team and you. Do you agree with these important objectives? Are we on the same page?
Finally, employers should prepare for a performance review with employees by going over performance review checklist.
Nakase Wade: California’s Top Business Lawyers
Performance reviews vary based on the company’s goals, aesthetics, and overall industry. However, the main objective of performance reviews at any company remains to increase valuable communication between supervisors and employees.
Whether positive or negative, feedback from workers helps businesses understand what they are doing right and what they can improve to increase productivity and profits. On a very basic level, excellent companies accomplish more when employees feel appreciated and motivated. Therefore, improving a company’s performance review system plays a big part in helping companies grow, improve, and increase their potential.
Our California business lawyers and corporate attorneys offer free consultations at Nakase Wade. We have helped many small and large California businesses achieve their goals, and we want to help your company reach its potential. Contact our skilled, experienced team today.
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