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The Most Effective HR Performance Review Questions

HR Performance Review Questions

There are four built-in questions in the RisePath HRTeam Performance Management add-on, which you may be acquainted with, that were carefully developed to reduce subjectivity when reviewing replies and to give actionable items for recognition and development. As part of their self-assesses, workers are presented with four questions:

  1. Is my employer aware of my worth? (Multiple-choice points awarded)
  2. Doing my finest job more frequently depends on what I do most of the time. (As many as possible)
  3. Are there any areas of expertise that I excel at? (Open-ended)
  4. What can I do better? (Open-ended)

To assess an employee, managers are given the same set of questions. If you’re acquainted with Performance Management as a manager or employee, you may not realize that administrators may add up to three additional questions in addition to the four that are currently available. For this reason, we’ve compiled a list of extra questions to ask during annual performance assessments.

In Reviews, should we be asking more questions?

In the “custom questions” boxes, customers commonly inquire about what questions they should ask. A conundrum: We want to assist, yet we’re doing it against our own counsel.

It was our goal with Performance Management to transform the face of typical performance evaluations, which are often protracted, yearly, or semi-annual events with many difficult questions. We believe that anticipating a review cycle benefits no one and increases the likelihood that it will be delayed or hurried when it does occur. We can’t recollect what we were working on 6 months ago because we can’t memorize what we had for lunch the day before.

RisePath HRTeam Performance Management software is based on the premise that evaluations have a greater effect when they are relevant to the day-to-day activities of workers. By making them more accessible and regular, managers and workers are able to interact more freely.

Although we believe in keeping evaluations brief (and hence advise utilizing only four supplied questions to begin), we recognize that they aren’t often enough—even at RisePath HRTeam.

Questions to Ask During a Review

For our list of extra questions, we consulted other sources, including our colleague, carefully structuring the questions to avoid subjective or unclear answers. Actual RisePath HRTeam employee survey questions are included in this list.

We use famous American analytics and advisory companies’ 12 aspects of employee engagement, or Q12, to help us evaluate what questions are appropriate for performance reviews.

Employee Engagement 12 Elements  

  1. At work, I am aware of the expectations placed on me.
  2. Everything I need to do for my task is at hand.
  3. Work allows me to accomplish the things that I like doing most every day.
  4. This week, I have earned praise or acknowledgement for my efforts.
  5. At least one of my coworkers or my manager seems to be interested in how I’m doing personally.
  6. Someone at work actively promotes my professional growth.
  7. My ideas are taken seriously at work.
  8. My company’s objective or purpose inspires me to do my best work.
  9. Coworkers and coworkers-to-be are dedicated to providing excellent service.
  10. My coworker is my best buddy.
  11. Someone at work has brought up my improvement to me at least once in the previous six months.
  12. In the previous year, I’ve had a number of chances at work to advance professionally.

The 12 engagement statements may be used as a guide to help you construct your own performance evaluation questions for your team members. Yes/no questions may be turned into scored responses for extra information or to keep track of results over time. To take it a step further, if you’re looking for specific action items, such as ways to improve or ways to acknowledge success, consider asking for a list of suggestions or leaving the answer open-ended.

The most effective questions to ask in the performance review 

In the performance management program, below is a list of extra questions.

What are the best questions to ask in a performance review for employees?

  • During the self-assessment portion of the review process, these questions are for workers to respond to.
  • Since the previous evaluation, what accomplishments have you been most proud of?
  • During the last several months, which of our corporate values were you most committed to living?
  • In the previous several months, how have you benefited from your manager’s support?
  • What is it about your job that you appreciate the most?
  • What business and personal objectives did you achieve this year? Which objectives were not met?
  • Who on your team or in your firm looks to you for what kind of expertise or knowledge?
  • What project or goal would you want to concentrate on in the next quarter, six months, or year?
  • The company’s current objective is to [create a more inclusive culture, close more sales, launch a new marketing campaign, etc.]. How did you contribute to this goal?
  • Your previous encounters with coworkers and customers might have an impact on their opinions of you.

What are the best questions to ask in a performance review for employees?

These questions are similar to the previous ones, but they are framed to inquire about a manager’s employee. In this way, you can check whether the manager’s replies and the employee’s answers match up.

  • Delineate how [Name] has improved since the prior evaluation.
  • In the previous several months, have you seen [Name] mimicking any of the following business values?
  • How did you influence [Name’s] capacity to thrive and flourish in their current job?
  • What is [Name’s] area of expertise?
  • How well has [Name] done in the previous several months in terms of setting and achieving goals?
  • What is [Name’s] position in the team, and how has their work impacted it?
  • Could [Name] benefit from any of the following areas or projects?
  • When it comes to helping the organization achieve its present aim of [building an inclusive culture or increasing sales] in what ways did [Name], the person in question, play a role?”
  • In what ways has [Name] been helpful to others in the past?

Christine Lee

Christine is a former HR manager from Fortune 500 tech companies and has managed hiring, compensation and benefits, and payroll responsibilities for multiple companies.

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