Many employees wait all year long, and they’re likely to stir up feelings of anticipation leading up to them for both parties. No one likes the experience but, the good news is that it doesn’t have to be as dreadful as they sound. In fact, it can actually be a great benefit to your organization if there is a clear structure and constructive dialogue between the employee and the supervisor performing the review. Structuring the performance review around goals and scoring can help. Furthermore, creating an atmosphere where the employee feels supported and can speak openly about their performance and experiences thus far. Consider the questions below as a starting point to touch on during your performance review. Gathering information on where your employee is at regarding their performance, future growth, and the company as a whole.
Performance reviews are usually focused on direct feedback given to an employee by their manager. This process can be stressful for both parties, which is why it’s best to be prepared with a few questions to gauge how an employee views their work performance and to see their perspective about the organization. Following up on answers with a simple why or why not will also encourage honest feedback but make the recipient feel like their feedback is genuinely valued rather than just a standard, annual procedure.
What accomplishments are you most proud of this year?
Are you satisfied with your job training and feel you have what you need to perform your job effectively?
What is your biggest motivation for coming to work?
What did you hope to accomplish this calendar year? Did you come close? Why/why not?
What was your most significant contribution to your team this year? What do you think the impact was?
What large projects are you looking to accomplish this upcoming year?
Training & Mentorship Questions
Training and mentorship questions during performance reviews can be helpful during the evaluation. Not only beneficial to the employee but the training procedures within your company. Identifying what is working and what could be improved upon for new hires will allow your organization to function better.
Do you feel like you received adequate training and mentorship to accomplish the previous year’s challenges?
What mentorship or feedback did you find most helpful?
Do you believe you could improve with additional feedback, training, or mentorship?
What added skills would you like to learn or take on?
Was there any area you felt was not covered in depth enough when training?
Planning out the questions you want to ask before the meeting will be helpful. This allows for a more structured review for both of you. In turn, simplifies the experience for all involved.
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