Performance reviews provide a structured opportunity for evaluation, goal-setting, and career development. However, many managers fail to conduct effective reviews, leaving employees potentially without feedback.

As a result, 74% of millennials feel “in the dark” about their work progress. Moreover, 3 in 4 Gen Z employees are willing to resign if they don’t receive regular feedback. While older generations are less vocal, more than half recognize the need for consistent communication. These numbers underscore the critical importance of asking the right performance interview questions.

This article will guide you through crafting impactful discussions. We’ll explore different question types, best practices, and common pitfalls.

 

Performance Review Statistics

Let’s look at some key numbers related to performance reviews.

 

  • 24% of employees would consider quitting due to inadequate performance feedback.
  • 32% of surveyed employees who had recently quit their jobs did so due to a lack of promotional opportunities.
  • Employee productivity, performance, and engagement are 14% higher in companies with recognition programs.
  • A 15% improvement in employee engagement can result in a 2% margin increase.
  • Less than 20% of employees feel inspired by their performance reviews.

 

So, what are good performance review questions? Let’s explore together.

Crafting Effective Performance Review Questions

Impactful performance review questions are key for meaningful evaluations and actionable feedback. Thus, balancing question types, ensuring clarity, and avoiding biases are vital steps. Let’s see how to master each of these aspects.

 

Understanding Open-Ended vs. Closed-Ended Questions

When preparing for performance reviews, it’s important to consider both open-ended and closed-ended questions. The former encourage detailed, thoughtful responses, allowing individuals to express themselves freely. They are invaluable for understanding an employee’s perspective, challenges, and aspirations.

For example, asking, “How have you contributed to the team’s success over the past year?” fosters self-reflection and can reveal unexpected insights. Inquiries like “How do you see your role evolving in the coming year?” can reveal an employee’s aspirations and ideas.

On the other hand, closed-ended questions offer a limited set of response options, making them ideal for gathering quantifiable data. They’re efficient for collecting standardized information across multiple reviews. A question like “On a scale of 1-5, how would you rate your job satisfaction?” provides easily comparable data.

performance review questions
Both types of questions have their place in a well-rounded performance review. Open-ended ones provide context and nuance, while closed-ended ones offer clear, measurable data points.

 

Integrating Behavioral-Based Questions (STAR Method)

Behavioral-based performance review questions require specific examples of how employees handled past situations. Such an approach offers valuable insights into their skills, decision-making processes, and problem-solving abilities.

The STAR method provides a structured framework for asking and answering these questions. STAR stands for Situation, Task, Action, and Result. When using this method, the employee describes the context of an event and details the specific steps they took.

performance review questions star method

​​For example, a performance evaluation question using this approach might be: “Tell me about a time when you faced a significant challenge at work. What was the situation, what did you need to do, what actions did you take, and what was the result?”

This method offers several benefits. It elicits concrete examples and allows reviewers to evaluate how employees apply their skills. The STAR method also ensures consistency across multiple questions, providing a fair review process. Moreover, past behavior can be indicative of future performance, giving this approach predictive value.

When using the STAR method, it’s important to prepare various questions covering different competencies and skills. Allow enough time for employees to think and respond fully. Also, listen actively and ask follow-up questions if needed. Encourage them to use “I” statements to focus on their individual contributions.

For example, ask about instances when the employee faced a tight deadline or mediated a conflict with a colleague. These inquiries offer a holistic perspective on the employee’s abilities and experiences.

 

Using Action Verbs for Clarity and Specificity

​​Incorporating action verbs into your performance review questions can significantly improve their clarity. Instead of asking, “How was your performance this year?” try more targeted questions such as “What specific goals did you accomplish this year?”.

It’s beneficial to use a variety of action verbs to cover different aspects of performance. Verbs like “achieved,” “completed,” and “improved” focus on accomplishments. “Resolved,” “analyzed,” and “implemented” relate to problem-solving. For teamwork, consider verbs such as “collaborated,” “coordinated,” and “mentored.”

Combining action verbs with specific metrics or time frames can make questions more effective. For instance, “How did you increase customer satisfaction ratings over the past quarter?” or “What steps did you take to reduce project costs by 15%?”.

Using action verbs in your performance review questions creates a more engaging and insightful evaluation process. You will also get a clearer understanding of an employee’s contributions and potential.

 

Avoiding Leading or Biased Questions

When crafting employee performance review questions, avoiding leading or biased ones is crucial. Failure to do so can significantly skew responses and limit the value of the feedback received.

Leading questions subtly (or sometimes overtly) push the respondent toward a particular answer. They often contain assumptions or suggest a “correct” response. Let’s take the question, “Don’t you think the new system has greatly improved efficiency?” It assumes the new system has improved efficiency and nudges the employee to agree.

Biased questions, on the other hand, reflect the questioner’s prejudices or preconceptions. They can be based on various factors such as personal preferences, stereotypes, etc. An example of a biased question might be, “As a younger employee, do you find it difficult to respect authority?” It makes unfounded assumptions based on age and fails to consider workplace equity.

To avoid these pitfalls, it’s essential to rephrase such questions in a neutral manner. In the earlier scenario about the new system, you could ask, “How has the new system affected your work efficiency?” This way, the employee feels empowered to provide honest assessment without feeling pressured to give a particular answer.

Here are some strategies to help craft unbiased performance review questions:

 

  • Use neutral language: Avoid emotionally charged words or phrases that might influence the response. For instance, instead of asking, "Why did you fail to meet the deadline?" try, "What factors contributed to the project's delay?"
  • Avoid assumptions: Don't presume anything about the employee's experiences or feelings. Rather than asking, "You must be struggling with the new software, aren't you?" ask, "How are you finding the new software?"
  • Offer balanced options: If providing options in a question, ensure they cover both positive and negative possibilities. For example, "Has the new policy made your work easier or more difficult, or has it not affected your work?"
  • Focus on behaviors and outcomes: Instead of asking about personal characteristics, which can lead to bias, focus on specific actions and results. For instance, rather than "Are you a team player?" ask, "How have you contributed to team projects in the past year?"
  • Avoid leading prefixes: Phrases like "Don't you agree that..." or "Wouldn't you say..." can push respondents towards a particular answer.
  • Be wary of recency bias: Avoid focusing only on recent events. Instead, consider the entire review period. For instance, "Thinking about the past year, what project are you most proud of?"
  • Steer clear of comparative questions: Questions that compare employees can introduce bias. Instead of "Do you think you're more productive than your colleagues?" ask, "How would you rate your productivity over the past year?"

 

It’s also beneficial to have a diverse group of people review your questions before finalizing them. Different perspectives can help identify potential prejudices that you might have overlooked. This approach is backed up by the facts: 58% of companies now train teams to recognize unconscious biases.

Remember, performance review questions aim to gather honest feedback that can help both the employee and the organization grow.

 

Additional Considerations

Be specific when developing performance review questions for employees. Focus on aspects that align with the employee’s job responsibilities and organizational objectives.

Encourage self-reflection by including questions that prompt employees to assess their own performance. Also, don’t forget to focus on the future.

Remember to tailor questions to the specific role and level of the employee. Questions for a junior employee might focus more on skill development. For a senior employee, the emphasis shifts to leadership and strategic thinking.

 

Core Performance Review Areas

Here’s an in-depth look at key areas to cover, along with specific performance review questions to ask employees:

performance review questions core

Overall Performance

This section focuses on the employee’s general achievements, challenges, and motivations over the review period.

 

  • What specific project or task from this period are you most proud of and why?
  • Can you list three goals you met and explain in detail how you achieved them?
  • Which goal proved most challenging, and what specific obstacles did you face?
  • How does your current workload align with your capacity? Are you over or under-utilized?
  • What specific factors in your work environment help you be most productive?
  • Can you describe a situation where you went above and beyond your job responsibilities?
  • How have you contributed to the company's overall success in the past year?
  • What do you consider your biggest professional accomplishment during this review period?
  • Have there been any unexpected challenges that affected your performance? How did you handle them?
  • How would you rate your overall performance on a scale of 1-10, and why?

 

These questions to ask during performance review offer insights into an employee’s contributions. They also highlight areas for potential growth.

 

Strengths and Skills

Good performance review questions in this area help identify an employee’s unique talents.

 

  • Can you describe a situation where your personal strengths significantly impacted a project outcome?
  • How have you applied your core skills to overcome a recent work challenge?
  • What technical or soft skills do you possess that you feel are underutilized in your current role?
  • What specific tasks or projects do you find yourself most efficient in and why?
  • How have you leveraged your strengths to help your colleagues or team members?
  • What new skills have you developed or improved upon since our last review?
  • Can you give an example of how you've used your unique perspective to solve a problem?
  • Which of your skills do you believe add the most value to our team or organization?
  • How do you stay current with industry trends and developments related to your role?
  • What strength of yours would you like to develop further, and how do you plan to do so?

 

Incorporating these employee evaluation questions ensures that skills are effectively aligned with team needs.

 

Areas for Improvement

Questions to ask in a performance review should address challenges and growth opportunities with specificity.

 

  • Thinking about your recent projects, which specific skill do you feel needs the most improvement?
  • Can you provide an example of a goal you didn't fully achieve and analyze why?
  • What concrete steps will you take in the next quarter to address your main area for improvement?
  • How can the company support your professional development in these areas?
  • What feedback have you received from colleagues or clients that suggests an area for improvement?
  • Are there any aspects of your job that you find particularly challenging? How do you handle these challenges?
  • Can you identify any knowledge gaps that, if filled, would significantly improve your performance?
  • How do you plan to stay accountable for your improvement goals?
  • What resources or training do you think would be most beneficial for your professional development?
  • Is there a skill you've observed in a colleague that you'd like to develop in yourself?

 

These questions to ask at performance reviews make it possible to address any challenges systematically and effectively.

 

Current Role Satisfaction

This section explores how well the employee’s current position aligns with their skills and interests.

 

  • Which aspects of your daily tasks do you find most engaging and why?
  • Are there any responsibilities in your current role that you feel don't align with your strengths or interests?
  • How does your current role contribute to our company's mission? Can you give specific examples?
  • What would you add or remove if you could redesign your job description?
  • On a scale of 1-10, how satisfied are you with your current role, and what would make it a 10?
  • What aspects of your job do you find most fulfilling or meaningful?
  • Are there any additional responsibilities you'd like to take on in your current role?
  • How well do you feel your skills and expertise are being utilized in your current position?
  • What changes, if any, would make your current role more challenging or interesting?
  • Do you feel your work-life balance is adequate in your current role? If not, what adjustments would help?

 

These best questions to ask employees during performance reviews are crucial for improving job satisfaction and motivation.

 

Relationships and Teamwork

Employee review questions should also cover interpersonal dynamics and collaboration in detail.

 

  • Can you describe a recent situation where team collaboration led to a successful outcome?
  • How would you characterize your communication style with colleagues? Can you provide an example?
  • Have you experienced any challenges in team dynamics recently? How did you address them?
  • What specific actions can I take as a manager to better support your work and development?
  • How do you handle conflicts or disagreements with team members?
  • Can you give an example of how you've recently helped a colleague or supported the team?
  • How do you ensure effective communication when working on cross-functional projects?
  • What strategies do you use to build and maintain positive relationships with your coworkers?
  • How do you contribute to creating a positive work environment for your team?
  • Are there any team processes or dynamics that you think could be improved? How would you suggest doing so?

 

These performance evaluation questions are essential for fostering a productive and supportive work environment.

 

Future Outlook and Career Growth

The best performance review questions look forward to addressing the employee’s career aspirations.

 

  • What specific role or position do you aspire to within our company in the next 1-2 years?
  • Can you outline three concrete professional goals you want to achieve in the next six months?
  • What skills or experiences do you need to acquire to reach your career objectives?
  • How do you see your role evolving as our company grows? What new responsibilities would you like to take on?
  • Where do you see yourself professionally in 5 years? How does this align with your current role?
  • What aspects of your current role are preparing you for your future career goals?
  • Are there any areas of the business you'd like to gain more exposure to?
  • How can we help you achieve your long-term career aspirations within our organization?
  • What professional development opportunities are you most interested in pursuing?
  • How do you plan to stay relevant and valuable to the company as it evolves?

 

These questions to ask employees during performance review ensure that individual aspirations align with organizational goals.

 

Organizational Alignment

This section ensures the employee’s work aligns with broader company objectives.

 

  • How do you see your current projects supporting our company's strategic goals?
  • Can you identify any gaps between your personal career goals and the company's direction?
  • What aspect of the company's vision most excites you, and how can we align your objectives with this?
  • How can we better utilize your talents to support our organizational mission?
  • How well do you understand the company's long-term strategy? Are there areas where you need more clarity?
  • Can you give an example of how you've contributed to the company's core values in your work?
  • How do you ensure your daily tasks align with the broader objectives of the organization?
  • Are there any company initiatives you'd like to be more involved with?
  • How do you see your role contributing to the company's competitive advantage in the market?
  • What suggestions do you have for better aligning individual goals with organizational objectives?

 

These performance review questions foster greater organizational cohesion and effectiveness.

 

Feedback and Communication

These questions focus on improving the feedback process and communication channels.

 

  • What type of feedback has been most actionable for you in the past year?
  • How can we make our one-on-one meetings more effective for your growth and performance?
  • Can you share an instance when feedback led to a positive change in your work approach?
  • How can we enhance the way we recognize and communicate your accomplishments?
  • How often would you like to receive feedback, and in what format?
  • Do you feel comfortable giving feedback to your colleagues or managers? Why or why not?
  • How can we improve the overall communication within our team or department?
  • What's your preferred method of communication for different types of information or situations?
  • Can you describe a time when miscommunication led to a problem? How was it resolved?
  • How can we create a more open environment for sharing ideas and concerns?

 

Including these questions to ask during performance review fosters a culture of openness and continuous improvement.

 

Summing up

Good questions for performance reviews facilitate understanding between managers and employees. They help both gain valuable insights and give a chance to reflect on work and growth.

When selecting questions to ask employees during performance reviews, addressing several areas is important. Start by evaluating overall output to see how well employees meet their responsibilities. Then, look into their strengths to understand what they do well and how it benefits the team.

Focus on areas for improvement to pinpoint challenges and opportunities for growth. Assess job satisfaction to gauge employees’ feelings about their roles and work environment. Finally, discuss future goals to align their career aspirations with the organization’s objectives. Additionally, you can track employee attendance to identify patterns that may affect productivity and engagement, ensuring that the organization can proactively address any underlying issues.

Performance reviews are most valuable when conducted with skilled and motivated staff. Having top talent allows for deeper insights and more meaningful discussions. Are you looking for developers who excel in their roles and contribute to more effective performance reviews? Share your requirements with us! We’ll provide you with CVs of the best candidates within days.

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What are good questions for PDR?

Performance review questions should address achievements and goal attainment. Moreover, they should cover challenges faced and desired skill development. They should encourage employees to reflect on their performance and growth areas.

What are the reflective questions for performance reviews?

Reflective questions aim to prompt self-assessment of professional growth. They also evaluate the effectiveness of feedback received and lessons learned from experiences.

What are good evaluation questions?

Evaluation questions focus on overall performance rating, goal achievement, demonstration of key competencies, etc.

Serhii Osadchuk,
CTO @ DOIT Software
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