An employee performance assessment is a vital HR activity that helps both companies and employees identify opportunities for growth, improve performance, and uncover bottlenecks that prevent employees from achieving their goals. To ensure that this activity maximizes efficiency for both parties, HR must carefully select the questions for the employee review. In this post, we present a selection of useful questions you can ask your employees.
Performance appraisal questions
When selecting performance assessment questions, categorizing them is important to keep the conversation well-structured. Also, ensure you have enough questions on your list to identify potential issues early and gain insight into the employee’s future goals and performance.
How to prepare for a performance appraisal
The most important point to keep in mind when preparing for a performance appraisal is to establish clear goals that you want to achieve. Typically, performance appraisals are designed to achieve two goals.
- To evaluate the employee’s performance over a period of time in order to make other key business decisions
- To provide feedback to the employee and help them identify areas where they can improve and grow professionally.
With these goals in mind, make sure the questions you choose really help you get valuable insights.
Questions about the employee’s strengths
A series of performance review questions that address an employee’s strengths allow you to take a closer look at an employee’s skills and personal strengths and see if there is a better way to help them develop within the organization and add value to the organization.
However, it is important to find the right words to make the most of this round of questions. Therefore, it is better to avoid yes or no questions and questions that are too vague.
- What are your greatest strengths?
- Do you feel that you are making the most of your strengths in your current role?
Instead, make your questions as specific as possible and keep them open-ended. This will encourage employees to go beyond simple “yes” or “no” answers and thus give you the details.
- What strengths help you excel at your job?
- What skills enable you to be efficient and effective in your current role?
- What type of activity inspires you the most?
Questions about the relationship with managers, co-workers, and subordinates.
In this round of the performance assessment, you can check to see if the employee feels like an integral part of the team, communicates comfortably and productively, and works well with managers and teammates.
Again, remember that words matter. Cross off the performance appraisal questions that are only on the list to “check off boxes”.
- Have you received any feedback recently?
- Is there anything you would like to change about your working relationship with a manager?
Think about a few different perspectives you could come to the questions with, and don’t hesitate to go into a staff meeting with a comprehensive list of these questions. This will help you express a willingness to listen to your employees and get a full picture of how things are going in a particular team or department.
- How do you prefer to receive feedback? Have you received enough valuable feedback this year?
- What actions that your manager or teammates take are most or least helpful to you in getting your work done?
- How would you describe working with your manager and team?
- What would you do differently if you were a manager?
- What are obstacles that hold you back or make it difficult for you to achieve goals?
Questions about potential opportunities for improvement
To effectively manage employee development and performance, you need to identify the gaps and issues that are preventing employees from performing at their best. Therefore, opaque or closed-ended employee assessment questions may not be the perfect choice for this round.
- What will you do differently in the next six months?
- Are you missing something that would help you perform at your best at work?
Focus your performance review on questions that allow your employees to share their successes and setbacks, projects and tasks that inspired them, and skills they lack and would like to master.
- What were your biggest transgressions this year and why do you think they happened? How would you like to do things differently to avoid problems next time?
- What things will you focus on in the next six months to grow and develop?
- What can we do to support you in your professional development?
Questions about the future development of the employee
It is equally important to outline the employee’s future professional development plan. Therefore, consider including a series of performance assessment questions in your agenda that address the employee’s future growth.
As with other performance review rounds, make sure your questions are worded in a way that will give you the most benefit.
- What are your future goals?
- Where do you see yourself in the next five years?
Organize your questions so that employees can talk openly and clearly about their goals and career aspirations.
- What do you see as your biggest challenge in the coming year? How are you preparing for it?
- Do you assume that your personal goals are in line with the company’s goals? If not, why?
- What position in this company would you like to take next? What new responsibilities does this role require?
- What professional development opportunities would you like to explore to achieve this goal?
Of course, the list of precise employee review questions can go on, but we hope you can use this collection of questions as a guide to help you start and manage your performance assessment meeting and get the most out of it.
Feel free to use our department performance survey template to gather responses from your team managers and leaders. And if you want to build a new employee satisfaction survey template from scratch, start an account with HeyForm online form builder right now.