60+ 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.

There are 5 elements of an effective performance review question that you should keep in mind:

1. Clarity

The questions you frame 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.‍

2. 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?”

3. Relevance

Tailor your questions to the employee’s job, goals, and challenges. This ensures that the feedback you gather is relevant and useful. Frame questions in a way that encourages respondents to share their unique contributions and growth areas.

4. Encourage 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.

5. Balance 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!

When conducting performance reviews, asking questions related to certain competencies can provide valuable insights into an employee's performance, identify areas for improvement, and align their development with the organization's goals.

Competencies are the skills, knowledge, and behaviors that are essential for an employee's success in a particular role.

Using these competencies, you'll have a clear idea of what categories and questions to add to your annual performance review survey.

Here are some factors to consider when selecting competencies:

1. Job Role and Responsibilities

• Essential Skills: Identify the core skills and knowledge required for the employee's position.
• Behavioral Competencies: Consider the behaviors and attitudes that contribute to effective performance.
• Example: For a sales representative, competencies might include communication, negotiation, problem-solving, and customer service.

2. Company Values and Culture

• Core Values: Align competencies with the organization's values and culture.
• Desired Behaviors: Focus on behaviors that support the company's mission and vision.
• Example: If a company values teamwork and collaboration, competencies might include teamwork, cooperation, and conflict resolution.

3. Performance Expectations

• Key Performance Indicators (KPIs): Identify the competencies that directly contribute to achieving KPIs.
• Performance Standards: Assess how well the employee meets the expected standards for their role.
• Example: For a project manager, competencies might include planning, organization, leadership, and time management.

4. Employee Development Goals

• Career Aspirations: Consider the employee's career goals and identify the competencies needed to achieve them.
• Skill Gaps: Assess any skill gaps that need to be addressed.
• Example: If an employee wants to move into a leadership role, competencies might include delegation, coaching, and mentoring.

Here are some examples of common competencies that you might consider asking about:

• Technical Skills: Proficiency in relevant software, tools, or techniques.
• Communication Skills: Effective written and verbal communication.
• Problem-Solving Skills: Ability to identify and resolve issues.
• Leadership Skills: Ability to motivate, inspire, and guide others.
• Time Management Skills: Effective organization and prioritization of tasks.
• Adaptability: Ability to adjust to change and new challenges.
• Customer Service Skills: Ability to provide excellent service to customers or clients.
• Teamwork Skills: Ability to collaborate effectively with others.

By carefully selecting competencies, you can ensure that your performance reviews are focused, relevant, and provide valuable insights into an employee's performance and development.

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 a few sample questions designed to guide you through a comprehensive and insightful review.

These questions provide a broad overview of how an employee has been fulfilling their core responsibilities. This helps managers assess day-to-day performance, identify areas where the employee excels, and pinpoint any struggles.

It creates a foundation for the entire review conversation by highlighting both strengths and weaknesses in general job duties. This is especially useful for employees whose roles have a wide range of tasks, as it allows for a comprehensive look at their overall contribution.

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?

Goal-related questions dig into the employee's progress in achieving set objectives. This category helps evaluate whether the employee has met, exceeded, or fallen short of their goals, providing insights into their work habits and effectiveness.

These questions are vital for understanding the employee's ability to focus on long-term goals and how they manage setbacks or unforeseen challenges. Additionally, discussing goals fosters alignment between personal ambitions and company objectives, encouraging future productivity and engagement.

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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This category centers on an employee’s growth and development within their role. By focusing on skills they’ve gained or want to improve, managers can identify training needs and opportunities for further professional development.

These questions not only help employees reflect on how they’ve improved but also promote continuous learning and skill-building. Managers can use this discussion to provide resources or mentorship that aligns with the employee's career path, benefiting both the individual and the company.

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?

Questions about communication and collaboration assess how well the employee interacts with colleagues, supervisors, and other teams. Strong communication is key to productivity, and these questions help identify any gaps in conveying information, resolving conflicts, or working together toward shared goals.

Understanding an employee’s communication style can highlight how they contribute to a healthy team dynamic and uncover areas where better communication might enhance team performance.

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?

This category is particularly important for those in management roles or those aspiring to leadership positions. It assesses how the employee takes initiative, leads projects, or motivates others. By evaluating decision-making skills and leadership capabilities, managers can recognize employees ready for leadership development.

These questions also promote self-reflection on how the employee influences the team or department, helping them understand their impact and areas for improvement.

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 aim to uncover the employee’s critical thinking and creativity. Innovation is key in most roles, and understanding how an employee approaches problem-solving helps managers gauge their ability to handle complex situations.

This category assesses how well employees think outside the box, come up with solutions, and implement improvements that benefit their teams or the organization. Encouraging innovative thinking can lead to a more agile and forward-thinking company culture.

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?

Using the above questions can lead to more insightful and productive performance reviews.

The 360 review questions provided can help promote a more well-rounded understanding of both peer and managerial performance.

By gathering feedback from colleagues, direct reports, and managers, these questions offer diverse perspectives on an individual's behavior, teamwork, leadership, and areas for improvement.

Some of the most common scenarios are when peers rate their colleagues and when employees rate leadership. Lets take a look at those questions.

1. 360 Peer Review Questions

These questions are designed for peers to assess their colleagues' teamwork, collaboration, and interpersonal skills. They should encourage constructive feedback and foster growth within the team.

• John demonstrates strong teamwork skills and actively supports his colleagues.
• Sara communicates effectively and contributes positively to team discussions.
• John handles conflict well and maintains professionalism in challenging situations.
• Sara consistently meets deadlines and delivers high-quality work.

Open-ended question examples

• What do you think is John’s greatest strength when working in a team setting?
• How could Sara improve her collaboration and communication with the rest of the team?

2. 360 Review Questions for Managers

These questions allow employees to provide feedback on their manager's leadership style, communication, and support.

• My manager provides clear direction and sets realistic goals for the team.
• My manager encourages open communication and values team input.
• My manager is approachable and offers constructive feedback regularly.
• My manager effectively supports my professional growth and development.

Open-ended question examples

• What do you feel is your manager’s strongest leadership quality?
• How could your manager improve their support of your career development?

These questions focus on gathering balanced feedback that peers and managers can use to enhance team dynamics and leadership effectiveness.

Performance reviews are a great opportunity to provide feedback, set goals, and foster growth. Here’s how you can make them smooth and productive:

1. Create a Comfortable Environment

• Start Positively: Open with praise for the employee’s contributions.
• Choose the Right Setting: Ensure it’s quiet and free from interruptions.
• Be Clear: Outline the goals of the review upfront to keep things focused.
• Encourage Openness: Make it a two-way conversation—welcome their input.
• Stay Respectful: Balance feedback with empathy and support.

2. Listen and Respond Thoughtfully

• Be Present: Give them your full attention, and don’t interrupt.
• Ask Clarifying Questions: Ensure you fully understand their points.
• Be Specific: Provide actionable, clear feedback—not vague comments.
• Recognize Wins: Celebrate achievements and suggest areas for growth.
• Stay Open: Encourage self-reflection and ask for their feedback on the process.

3. Follow Up

• Recap the Discussion: Send a summary of key points and next steps.
• Check In Regularly: Schedule follow-ups to track progress.
• Support Growth: Offer resources or training to help them succeed.
• Recognize Progress: Celebrate milestones and be ready to adjust goals if needed.

Make Your Performance Reviews Effective

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.

With ThriveSparrow, you won't just run performance review surveys, but identify your employees' strengths and weaknesses and how their performance compares to their teams.