Seven questions managers should ask in a performance review
Performance reviews are important tools for managers to assess and provide feedback to their employees. Asking the right questions during a performance review can help facilitate a productive and constructive conversation. Here are seven questions that managers should consider asking during a performance review:
What accomplishments are you most proud of since our last performance review? This question allows employees to highlight their achievements and contributions, fostering a sense of accomplishment and recognition.
What challenges or obstacles have you encountered in your role? How did you overcome them? Understanding the challenges an employee faces can provide insights into their problem-solving skills and resilience.
What are your career goals and aspirations? How can we support your professional development? This question demonstrates a commitment to the employee’s growth and helps align their aspirations with the organization’s objectives.
What specific feedback or suggestions do you have for improving our team or department? Encouraging employees to provide feedback can lead to valuable insights and foster a culture of continuous improvement.
How do you feel about your current workload and work-life balance? Ensuring that employees are not overwhelmed with their workload and have a healthy work-life balance is crucial for long-term performance and well-being.
What skills or training do you believe you need to excel in your role or take on additional responsibilities? This question helps identify opportunities for skill development and shows a commitment to the employee’s professional growth.
What are your top priorities and goals for the next performance period? Discussing future goals and expectations helps set clear objectives for the upcoming year and ensures that everyone is on the same page.
Remember that performance reviews should be a two-way conversation, with managers and employees both contributing to the discussion. These questions can serve as a starting point for a productive dialogue that helps improve performance, foster growth, and strengthen the working relationship between managers and their team members.
