70 Performance Review Questions to Ask In Upcoming Appraisals

When it comes to performance reviews, asking the right questions can make all the difference.

Think of the performance review as a conversation—a chance to check in with your employees, understand their progress, and guide their growth.

And to ensure that these conversations are meaningful and productive, you'll need to ask the right questions.

With the following performance review questions, you can dig deeper and uncover actionable insights into how your employees are doing, and what they need to thrive.

70 Performance Review Questions to Ask In Upcoming Appraisals

In this section, we'll break down different categories of performance review questions to help you cover all aspects of an employee's performance. Each category has ten sample questions designed to guide you through a comprehensive and insightful review.

These questions assess overall job performance and responsibilities, providing a broad view of how well the employee is meeting their core duties.

1. Can you describe a project or task where you feel you performed exceptionally well this year?
2. How have you met or exceeded your job expectations over the past review period?
3. What do you consider your biggest achievements this year, and how did you accomplish them?
4. Can you identify any areas where you struggled or faced challenges? How did you address these issues?
5. How have you contributed to the team’s goals and objectives this year?
6. In what ways have you demonstrated improvement in your performance since your last review?
7. How well do you think you managed your workload and deadlines?
8. What feedback have you received from peers or supervisors, and how have you acted on it?
9. How effectively have you balanced competing priorities and tasks?
10. Can you provide an example of how you’ve gone above and beyond in your role?

These questions focus on the employee’s progress toward their goals, helping you assess how well they’re achieving their set targets and where they might need additional support.

1. What goals did you set for yourself this year, and how successful were you in achieving them?
2. How have you tracked your progress toward your goals, and what adjustments have you made along the way?
3. What obstacles did you encounter while working towards your goals, and how did you overcome them?
4. How have you aligned your personal goals with the team’s objectives and company goals?
5. What specific achievements or milestones have you reached related to your goals?
6. Have there been any goals you didn’t meet? What do you think were the reasons?
7. How can we support you better in achieving your goals for the upcoming period?
8. What new goals do you have in mind for the next review period?
9. How have your goals evolved or changed based on your performance and feedback received?
10. Can you describe a time when you had to adjust your goals due to unforeseen challenges?

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These questions assess the employee’s skills, areas for development, and their professional growth.

1. What new skills have you developed over the past year, and how have they impacted your performance?
2. In which areas do you feel you need additional training or development?
3. How have you applied your skills to improve your job performance?
4. What resources or support do you need to further develop your skills?
5. Can you identify any skills or knowledge areas that you would like to focus on in the future?
6. How have you used feedback from previous reviews to develop your skills?
7. What new challenges have you taken on to grow professionally?
8. How do you stay updated with industry trends and advancements relevant to your role?
9. What professional development opportunities have you pursued this year?
10. How would you rate your overall growth in your role since your last review?

These questions evaluate the employee’s ability to communicate effectively and work collaboratively with others.

1. How would you describe your communication style and its effectiveness in your role?
2. Can you provide an example of a successful collaboration with a colleague or team?
3. How have you handled conflicts or disagreements within your team?
4. How do you ensure that you effectively communicate with team members and stakeholders?
5. What strategies do you use to provide and receive feedback?
6. How have you contributed to building a positive team environment?
7. Can you describe a time when your communication skills helped resolve a problem?
8. How have you adapted your communication style to different team members or situations?
9. What feedback have you received about your communication and collaboration?
10. How do you ensure that everyone on your team is aligned and informed about project goals?

These questions assess the employee’s leadership qualities, decision-making abilities, and their willingness to take initiative.

1. Can you provide an example of a situation where you demonstrated leadership?
2. How have you taken initiative to improve processes or solve problems in your role?
3. What strategies do you use to motivate and guide your team?
4. How do you handle decision-making under pressure?
5. In what ways have you contributed to the development or mentorship of other team members?
6. How do you balance taking charge with delegating tasks effectively?
7. What steps have you taken to enhance your leadership skills?
8. Can you describe a time when your initiative led to a positive outcome for the team?
9. How do you encourage and support innovation within your team?
10. What leadership qualities do you believe are most important for your role, and how do you embody them?

These questions evaluate the employee’s ability to think creatively, solve problems, and contribute innovative ideas.

1. Can you describe a challenging problem you faced this year and how you solved it?
2. How have you used creative thinking to address issues or improve processes?
3. What innovative solutions have you proposed or implemented?
4. How do you approach problem-solving when faced with limited resources or information?
5. Can you provide an example of a time when your problem-solving skills benefited the team or project?
6. How do you stay open to new ideas and approaches in your work?
7. What role do you play in fostering a culture of innovation within your team?
8. How have you used feedback or data to drive problem-solving and decision-making?
9. What methods do you use to evaluate and prioritize potential solutions to a problem?
10. How do you ensure that your innovative ideas align with the team’s goals and objectives?

These questions focus on the employee’s job satisfaction, motivation, and overall engagement with their work.

1. How satisfied are you with your current role and responsibilities?
2. What aspects of your job do you find most motivating and fulfilling?
3. Are there any changes or improvements you would suggest to enhance your job satisfaction?
4. How do you feel about the support and resources provided to you by the company?
5. What factors influence your level of engagement and enthusiasm at work?
6. How do you feel about the recognition and rewards you receive for your contributions?
7. What could be done to improve your overall experience and satisfaction with the company?
8. How connected do you feel to the team and the company’s mission and values?
9. What would make you feel more valued and engaged in your role?
10. How do you balance your work with your personal life, and what support do you need in this area?

This comprehensive set of questions will help you cover various aspects of an employee’s performance, from general duties and goal achievement to skills development, communication, leadership, problem-solving, and engagement. Using these questions effectively can lead to more insightful and productive performance reviews.

Key Elements of Effective Performance Review Questions

So, what makes a performance review question effective? Let’s break it down:

• Clarity: Your questions should be clear and straightforward. Avoid vague or overly complex questions that could confuse the employee. The goal is to get specific, actionable answers that you can use to guide the discussion and follow up on.
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• Specificity: Ask questions that are directly related to the employee’s role and responsibilities. Instead of asking a general “How do you think you did this year?” try something more specific like, “Can you describe a project where you felt you excelled and what contributed to that success?”
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• Relevance: Tailor your questions to the employee’s job, goals, and challenges. This ensures that the feedback you gather is relevant and useful. Questions should reflect the employee’s unique contributions and growth areas.
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• Encouraging Self-Reflection: Good questions prompt employees to think deeply about their performance and experiences. For instance, “What challenges did you face this year, and how did you overcome them?” encourages self-reflection and provides insight into their problem-solving skills.
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• Balancing Feedback: Aim to balance positive reinforcement with constructive feedback. Questions like, “What achievements are you most proud of this year?” followed by, “What areas do you think you can improve in?” help create a well-rounded review that acknowledges successes while also addressing areas for growth.

By focusing on these key elements, you can craft questions that not only assess performance but also foster a constructive dialogue. Remember, the ultimate goal is to support and motivate your employees, helping them grow and succeed in their roles. So, get ready to ask the right questions and make your performance reviews more effective and impactful!

Tips for Conducting Performance Reviews

Performance reviews are a critical opportunity to provide feedback, set goals, and foster growth. To make these reviews effective and constructive, consider the following tips, organized according to the structure of the review process.

1. Creating a Comfortable Environment

1. Set a Positive Tone: Begin the review by acknowledging the employee’s contributions and expressing appreciation for their efforts. A positive start helps create a welcoming atmosphere.
2. Choose an Appropriate Setting: Conduct the review in a quiet, private location where interruptions are minimal. A comfortable setting helps the employee focus and feel valued.
3. Establish Clear Objectives: Clearly outline the purpose and goals of the review at the start. This helps both parties understand what to expect and ensures the discussion remains focused.
4. Encourage Openness: Make it clear that the review is a two-way conversation. Encourage the employee to share their thoughts and feedback openly, emphasizing that their input is valued.
5. Be Respectful and Empathetic: Approach the conversation with empathy and respect. Show genuine interest in the employee’s perspective and respond thoughtfully to their feedback.
6. Avoid Being Overly Critical: While providing constructive feedback is important, be careful not to focus solely on negative aspects. Balance criticism with positive reinforcement to maintain motivation.
7. Provide Adequate Time: Allocate sufficient time for the review to cover all relevant topics thoroughly. Rushing through the discussion can lead to missed opportunities for valuable insights.
8. Maintain a Neutral Stance: Avoid letting personal biases or emotions affect the review. Approach each discussion objectively and fairly, focusing on performance and development.
9. Foster a Supportive Atmosphere: Reassure the employee that the review is meant to support their growth and development. Create a safe space where they feel comfortable discussing challenges and goals.
10. Follow Up with a Summary: After the review, provide a summary of the key points discussed, including any action items and goals. This helps reinforce the discussion and ensures clarity.

2. Listening Actively and Responding Thoughtfully

1. Practice Active Listening: Give the employee your full attention during the review. Avoid interrupting and show that you are engaged through nodding and verbal affirmations.
2. Ask Clarifying Questions: If any points are unclear, ask follow-up questions to gain a deeper understanding. This helps ensure that you address the employee’s concerns accurately.
3. Summarize Key Points: Reflect back on what the employee has said by summarizing key points. This confirms your understanding and shows that you are actively listening.
4. Provide Specific Feedback: Offer feedback that is specific, actionable, and focused on helping the employee improve. Avoid vague or generic comments that may not be useful.
5. Acknowledge Achievements: Recognize and praise the employee’s accomplishments and strengths. Highlighting their successes can boost morale and reinforce positive behavior.
6. Address Areas for Improvement: Provide constructive feedback on areas where improvement is needed. Offer practical suggestions and support for addressing these areas.
7. Encourage Self-Reflection: Prompt the employee to reflect on their own performance and goals. This encourages self-awareness and helps them take ownership of their development.
8. Be Open to Feedback: Invite the employee to share their thoughts on your review process and how it can be improved. This shows that you value their input and are committed to continuous improvement.
9. Respond Thoughtfully: Take your time to formulate thoughtful responses to the employee’s feedback. Avoid hasty or defensive reactions, and focus on constructive solutions.
10. Document Key Discussions: Keep detailed notes on the discussion, including feedback given and any agreements made. This documentation serves as a reference for future follow-ups.

3. Following Up After the Review

1. Provide a Summary: Send a summary of the review to the employee, including key points, action items, and agreed-upon goals. This reinforces the discussion and ensures clarity.
2. Schedule Follow-Up Meetings: Arrange regular check-ins to review progress on goals and action items. These meetings help maintain momentum and provide ongoing support.
3. Offer Additional Resources: Identify and provide any resources, training, or support the employee might need to achieve their goals. Ensure they have the tools necessary for success.
4. Monitor Progress: Track the employee’s progress on the goals and action items discussed during the review. Provide feedback and guidance as needed to keep them on track.
5. Recognize Improvements: Acknowledge and celebrate progress and achievements. Recognizing efforts and milestones can boost motivation and reinforce positive behavior.
6. Adjust Goals as Necessary: Be flexible and willing to adjust goals or action plans based on the employee’s progress and any new challenges that arise.
7. Solicit Ongoing Feedback: Encourage the employee to provide feedback on their experience with the review process and any further support they may need.
8. Reflect on Your Approach: Take time to reflect on how the review was conducted and consider ways to improve your approach for future reviews.
9. Maintain Open Communication: Keep the lines of communication open for ongoing discussions and support. Ensure the employee feels comfortable reaching out with questions or concerns.
10. Document Follow-Up Actions: Keep detailed records of follow-up actions and progress. Regularly review these records to assess progress and make any necessary adjustments.

Final Thoughts

In summary, performance reviews are more than just a routine task—they’re an opportunity to foster meaningful growth and development.

By asking these questions and following the best practices for conducting reviews, you can turn these conversations into powerful tools for employee success.

Remember, the key to a successful review lies in creating a supportive environment, actively listening, and following up effectively. Embrace these strategies to ensure your performance reviews drive real progress and engagement.