50+ Most Useful Performance Review Questions For Employees

Did you know that around 59% of employees feel that traditional performance reviews have zero impact on their personal development and performance? The CEB study also revealed that almost 9 out of 10 HR managers don’t really believe their performance management system is accurate. This is because the feedback is often tainted, biased, and personal, impacting the employees’ feelings and overall productivity.

A recent Leapsome Workforce Trends Report found that only 68% of employees were satisfied with the performance reviewing process in the workplace. This calls for the managers to look into this matter seriously.

It is really important for any organization to ask the right performance review questions to their employees. 

Why Are Performance Review Questions Important?

Although performance reviews are often seen as strict corporate report cards, it shouldn’t be that hard for the company to conduct performance reviews for their employees. Because, when it is done the right way, it can significantly boost employee morale, retention, productivity, and overall engagement in the organization.

So well, this isn’t about revisiting past mistakes; it’s about starting a conversation that helps us move forward and share constructive feedback. 

Now let’s explore over 50 most useful performance review questions that would spark real conversations and accelerate overall performance.

50+ Most Useful Performance Review Questions For Employees

When employees feel appreciated for their hard work, they’re more likely to stay with the company and perform at their best. To achieve this, it’s important to assess their performance accurately by asking the right questions.

Creating great performance review questions takes some careful planning and teamwork. The feedback you gather can really help leaders, managers, and employees make smart decisions about promotions and how responsibilities are assigned. 

To get the best results, it's important to ask the right questions. Here’s how to set up a performance review process that supports everyone’s growth and success at your company.

1. About Overall Performance

These questions help you analyze the overall performance of your employees.

1. What accomplishments are you most proud of this quarter?
2. What working conditions help you be most productive?
3. Which goals did you achieve?
4. What motivates you at work?
5. What personal strengths help you excel in your role?

2. About Their Strengths

This set of questions might help you understand what your employees are capable of. This might give you better insight into who they are and how well they can contribute to the organization’s success.

1. What are some of your key strengths?
2. What makes you the best fit for your role?
3. What type of work do you find easiest?
4. Are you able to fully utilize your strengths in your current role?
5. Which of your strengths has had the greatest impact on your performance this review period?

3. About Current Role

The goal is to gauge employee satisfaction with their current role. Their responses can reveal whether they’re likely to stay with the company or consider leaving.

1. Which tasks do you enjoy the most in your job?
2. Which tasks do you enjoy the least?
3. What aspects of your current role do you find least satisfying?
4. What changes would you make to your current role?
5. How do you believe your role contributes to the company’s success?

4. About Relationship With Coworkers

Your employees might be excelling in their work, but it’s also crucial to evaluate their interpersonal skills. Building healthy relationships with colleagues is important. So, to assess the skills gap, consider including the following questions in the performance review survey.

1. What are a couple of things I could change to manage you better?
2. How has management supported or hindered your work?
3. Is there anything you would like to change about the cooperation with the manager?
4. Do you think the team is collaborating effectively?
5. How do you think colleagues or clients view their recent interactions with you?

5. About The Culture

This set of performance review questions would help you understand what your employees think about the company’s work culture.

1. What are the key factors driving success in our company?
2. Which of our company values have you embodied most over the past few months?
3. Are you comfortable with our corporate culture, and where could we improve?
4. What do you enjoy most about working here?
5. How can we enhance inclusivity and diversity within the company?

6. About Areas Of Improvement

These questions help pinpoint the areas where an employee can improve. The feedback can guide them in enhancing their skills and create opportunities for career growth.

1. What goals or deliverables were you least satisfied with, and why?
2. How will you approach those tasks differently in the future?
3. What 2-3 areas will you focus on next quarter to support your growth and development?
4. How can we better support you in achieving your goals?
5. Where do you see opportunities for your own improvement?

7. About Their Future Growth

It's also crucial to map out the employee's future professional growth. Therefore, make sure to include questions in the performance review that focus on their development and career advancement.

1. What are your key goals for the next quarter?
2. What do you anticipate will be your biggest challenge next year, and how are you preparing for it?
3. Do you feel your personal goals align with the company’s objectives? If not, why?
4. What role or position are you aiming for next within the company?
5. What professional development opportunities would help you reach that goal?

What Questions Should I Ask During A 360 Review?

Along with self-assessments, we suggest incorporating feedback from your employee's peers and colleagues into the performance review process.

A 360 review gathers feedback from people who work closely with the employee. These colleagues are in a great position to provide insights into the employee's strengths and areas where they could improve.

Here are 6 most important 360 review questions you can ask your employees:

1. What significant contributions has [Name] made since the last review?
2. Which company value has [Name] demonstrated most effectively in recent months?
3. How have you influenced [Name]’s success and growth in their role?
4. What types of projects does [Name] excel in?
5. How has [Name] performed in setting and achieving goals over the past few months?
6. Are there specific focus areas or projects that could further benefit [Name]?

How Are 360 Review Questions Different From Performance Review Questions?

The face-to-face performance reviews typically focus on evaluating an employee's individual achievements, goals, and areas for improvement based on their own self-assessment and their manager's observations. These reviews are often centered on specific job performance metrics and goals. Whereas, a 360-degree review provides a more comprehensive evaluation by gathering feedback from multiple sources around the employee.

This includes not only the employee's manager but also their peers, subordinates, and sometimes even external stakeholders like clients. 

The goal of a 360-degree review is to offer a well-rounded view of the employee's performance, including their interpersonal skills, teamwork, and leadership qualities, as seen from various perspectives.

In short:

• Performance Review Questions: Focus on individual performance metrics and goals, usually from the perspective of the employee and their direct manager.
• 360-Degree Review: Collects feedback from a variety of people (peers, subordinates, managers, etc.) to provide a more holistic view of the employee’s performance and behavior.

In Conclusion

The employee performance review questions provide valuable feedback that offers fresh insights into your employee’s performance and helps you find effective ways to motivate and engage your team.

When crafted thoughtfully, these questions can clarify how well employees are meeting expectations, highlight areas for improvement, and build on their strengths. We hope this article helps you effectively assess and enhance your employees' performance.

Are you looking to boost employee engagement by conducting robust onboarding surveys and performance reviews on a regular basis? Fret no more!

Calibr LXP is one of the best LMS platforms to get started with employee onboarding and engage with all individuals on a centralized platform for better collaboration and employee retention. Our tool also allows you to create course content from scratch without any coding knowledge. Utilize our AI-powered learning experience platform to deliver seamless learning experiences to your employees. Schedule your demo to learn more about our platform now!

FAQs

1. What are performance review questions used for? 

Performance review questions help evaluate an employee’s achievements, strengths, and areas for improvement. They provide insights into how well employees are meeting their goals and where they can grow, which can boost their engagement and productivity.

2. How does a 360-degree review differ from a traditional performance review? 

Unlike traditional performance reviews that focus on self-assessment and manager feedback, a 360-degree review gathers input from a variety of sources, including peers and subordinates. This provides a more comprehensive view of an employee’s performance and interpersonal skills.

3. Why is employee satisfaction with performance reviews important? 

Employee satisfaction with performance reviews is crucial because it affects their morale and engagement. If employees feel that reviews are fair and constructive, they’re more likely to stay motivated and committed to their roles.

4. How can I improve the performance review process at my company? 

To enhance the performance review process, ask clear, targeted questions that address both strengths and areas for improvement. Incorporate feedback from multiple sources and focus on constructive, actionable insights to support employee development and engagement.