Questions Managers Should Ask During Performance Reviews
- What about your job do you enjoy the most?
- What has been your team’s experience so far?
- What motivates you to do your best?
- What about your job would you change?
- What do you require from me or the organization to support your goals and development?
- Do you have any worries or issues that we should discuss?
A performance review is a formal evaluation in which an employee’s performance is assessed by the company management. It is meant to identify strengths and weaknesses in order to provide constructive feedback as well as establish future goals. They are also called performance appraisals and assessments. They are necessary not just to keep employees informed about their success, but also to help them realize their weak areas and the changes they need to make. Whereas organizations conduct an annual review of employee performance, with changes in the workplace management, many are transitioning to a more frequent review. As a result, it is critical for managers to summarize the review in a succinct but effective manner. Hence, it is critical for managers to be aware of a few key questions that can help them quickly assess an employee’s performance.
Here are a few critical questions managers can ask during performance reviews to ensure that the review is conducted efficiently, in a timely manner, and that the employee’s strengths, shortcomings, and areas for modest improvement are thoroughly examined:
What about your job do you enjoy the most?
When asked during performance reviews, this question not only helps you understand what aspects of the job the employee enjoys and engages them in the most, giving you a better understanding of how to use their talent even more effectively, but it also helps you understand if there are any aspects they have difficulty meeting and what changes need to be made. This also aids in determining whether the individual has any interests that could be relevant in another role where their skills are required.
What has been your team’s experience so far?
It is understandable that people from many cultures with a wide range of viewpoints working in the same location would not always get along. It is also not required for everyone to be at ease enough to easily convey their discomfort. You can learn more about a specific employee’s collaboration skills and whether there are any conflicts between them and their team that they may not be able to address at their current job but that must be resolved as soon as feasible by asking this question.
What motivates you to do your best?
This question will help you acquire a clear understanding of the type of environment and goals that motivate your staff to perform at their best. Employees are motivated to put up their best efforts for a variety of reasons, depending on their own interests. For some, it may be a small raise in pay, a day off, or an appraisal or skill upgrade that motivates them to perform their hardest. This question will assist you in better understanding the subject and determining the type of environment that should be offered.
What about your job would you change?
It is not necessary for all employees to be comfortable with the rules and conditions, the level of flexibility, and the quantity of labor that is required to be satisfied in a specific role. It is critical that you ask this question during performance reviews in order to maintain a positive work atmosphere. There is no better source of information about the essential improvements than the opinions of those who work in that setting. Asking this question allows you to have a better grasp of the workplace not just from a different perspective but also in a more effective manner.
What do you require from me or the organization to support your goals and development?
Employees can convey what they need from their management or the organization to improve their performance by answering this question. Employees may require the assistance of a manager in dealing with a difficult relationship with a coworker, or they may require assistance in obtaining new technology in order to be more efficient, or they may require the expertise of an executive’s experience or simply a small dose of motivation on a daily basis. Discussing their goals can also assist you in comprehending this component. When employees need to enhance their performance in order to advance to the next level, you can discuss specific areas for development as well as potential promotions or lateral transfers.
Do you have any worries or issues that we should discuss?
Sometimes the topics an employee wants to discuss do not fit neatly into one of the categories, and you want to encourage open dialogue. Employees might use this question to voice fresh concerns or revisit an issue that needs additional attention. Managers must be patient and listen quietly in such situations, and address the situation with the goal of solving it so that the circumstance does not hinder the employee’s performance in the future. Take the time to fully comprehend their concerns and, as a result, take the appropriate steps.
Performance reviews are necessary events that aid in the development of employee trust in the company. Holding them frequently allows you to examine their mistakes and provide guidance, increasing the likelihood of a more productive output from them. However, holding these sessions efficiently is also a critical task that must be completed successfully. Using the aforementioned questions, you may hold the sessions in a short amount of time while getting the necessary information to gain a better understanding of performance.