Performance appraisal remains an essential element in nurturing and strengthening employee growth. However, conventional practices have proved to be inefficient and, in some cases, detrimental to employee performance. By 2015, 5% of Fortune 500 companies had ceased to rank their employees in appraisals. .
Modern HR practices have shifted to continuous evaluation, which engages employees in a supportive and positive manner. According to Gallup, employees who receive weekly feedback are more likely to feel that the engagement was meaningful. Yet, smart performance review questions remain relevant in uncovering growth opportunities, building mutual trust, and nipping possible issues in the bud.
Therefore, it’s important to avoid common mistakes that derail the goal of performance appraisals, such as merging OKR and performance review. OKR is primarily meant to support operational efficiency, and the close integration of OKR and performance appraisal often leads to inaccuracy when evaluating employees.
Companies are shifting away from traditional annual reviews to harmonious integrations of one or more progressive appraisal sessions. Each of the following types of appraisals is designed to support professional growth, increase productivity and promote better collaboration between managers and employees.
360-degree appraisal involves aggregating feedback through peers, managers, self-evaluation, and direct reports. It provides a holistic insight into the employee’s strengths and weaknesses. Employees are evaluated from different perspectives, which helps managers better measure team members' performance competencies. Managers usually conduct the appraisal anonymously to create a safe and honest space for all participants.
Leadership review is a direct but anonymous feedback system for managers. This type of review is essential to help managers foster a better professional relationship with team members. Managers receive various perspectives of their professionalism and style through designated questions when collaborating with the team.
Performance review is a high-focused appraisal program that helps employees identify potential challenges in meeting pre-determined goals. During the appraisal, employees perform self or superior evaluation in a non-judgmental environment.
Disclaimer: The following questions are examples that serve as your inspiration. As each company and department is unique, managers must design their own personalized set of appraisal questions. When designing appraisal or annual review questions, consider factors like goals, participants, and performance criteria. Learn more about creating performance review questions from this article
Performance appraisal is a continuous assessment that bridges past performance and future potential. Asking these questions allows managers and employees to understand how they have progressed and plan for further growth in the organization.
The answer helps the manager determine if the co-worker demonstrates accountability by maintaining a consistent effort to achieve pre-set goals.
Managers can understand if a team member has made a significant effort that leaves a positive impression amongst co-workers.
This is an example question for team members to evaluate if a particular employee is committed to taking on more responsibilities. It also gauges the general acceptance of the participant’s possible promotion to a senior level.
It describes the situational awareness amongst employees, even when they are not directly tasked with an assignment.
Companies make identifying and honing their employee's skills a priority to improve productivity and growth. This requires a continuous process of assessment, guidance, upskilling, and practice that involves direct managers. These interview questions help managers assess hard and soft skills amongst team members.
Managers use this question to probe for underdeveloped skills amongst employees, often in non-core areas.
By asking this question to fellow team members, managers can evaluate if a particular employee has the appropriate skills for the current role.
Asking such questions encourages an understanding of the employee’s ability to carry out their job effectively.
This question enables managers to evaluate if a specific employee blends seamlessly into the team or falls short as a team player.
Such questions allow honest thoughts amongst team members that they usually hold on to themselves. It provides an opportunity to encourage growth without imposing their opinions on each other.
Every employee is unique as humans and has their respective strengths and weaknesses. Managers use these questions to learn what causes inefficiency and plan empowering programs to uncover their full potential.
An open-ended question that encourages co-workers to describe what they feel about the candidate’s ability to accomplish a task.
This question directs attention to the employee’s weaknesses. Co-workers reveal potential inadequacies that might hinder the employee from doing a respectable job.
Managers get a deeper insight into real-world scenarios of how employees leverage skills and positive traits to achieve their objectives.
Self-evaluation questions allow employees to reflect on their performance and chart their career paths in the company.
Employees recollect their progress professionally in the company and identify potential rooms for improvement.
By answering this question, employees feel a sense of belongingness to the organization and self-recognition.
This question serves as a refresher to employees on their past objectives. It holds them accountable and creates a sense of ownership in further engagements.
A direct question that helps employees face any oversight heads-on. It prompts the employee to dive into the details of what doesn’t work and brainstorm innovative solutions.
Answering this allows employees to acknowledge limitations and shortcomings when handling projects or dealing with co-workers.
Office politics is a norm in any organization. This question allows the employee to be frank and take a proactive approach to resolving teething issues.
A health check for the tools, skills, infrastructure and support employees need to excel in their jobs.
Asking questions related to organizational culture and core values ensures that all employees are emotionally engaged. Doing so helps create a workspace that inspires, motivates, and spurs fellow co-workers.
A simple question that reveals if the instructional chain of command is functioning well. It helps to keep employees focused on common goals and stay motivated.
Employees are more likely to thrive in a company that shares relatable values. Use this question to figure out if they will blend in seamlessly.
The management team will find this question helpful in shaping internal policies for the coming years. It makes known specific values that matter the most to the employees.
This provides an opportunity for team members to share their opinions on how they can offer more value to the company. Expect some creative ideas with this ‘think out of the box’ question.
Allow coworkers to voice possible discontentment without fear and encourage an honest conversation to seek solutions.
This provides an opportunity for employees who feel undervalued to speak up and resolve any misunderstandings.
Organizations should emphasize and support the career development of their employees. These questions help managers determine how each employee could grow with the organization by revealing each individual's goals, motivation, and interests.
Managers understand how ambitious the employee is, particularly whether they align with where the company is heading.
Take a glimpse into the employee’s existing role and figure out if it’s rewarding..
A mismatch between job scope and ambition might cause an employee to leave the company. This question helps address such issues.
Companies ought to be more supportive in empowering employees to achieve personal goals. Asking this question helps.
This question allows managers to identify versatile employees who could excel in different departments.
Capable employees seek avenues to expand their careers by pursuing professional courses, training, and structured learning. Use these questions to support them in their quest for betterment.
Reveals immediate learning opportunities that benefit the employee.
A direct question permits the employee to express the next step in broadening their skills.
Employees provide convincing reasons to gain support for pursuing specific career developmental courses or training.
This allows managers to evaluate if it’s viable for the employee to enhance a specific skill.
An open-ended question that empowers employees to set their own goals and justifies if the upskilling courses they’ve undertaken have bear results.
Performance appraisal is a bidirectional engagement. These are questions to ask your boss that foster better working relationships.
The manager’s outside perspective reveals blindspots that you might have missed.
Get assistance from your manager to align your goals with organizational objectives, values, and personal strengths.
This question allows you to review your competency from your manager’s point of view.
Seek an unbiased viewpoint from your manager on competitive advantages and opportunities for improvements that help in your career.
Leverage the vast experience of your supervisor to guide you in the most optimal direction.
This allows you to tap into the secrets of your superior’s success.
You show an initiative in learning about what is important for your manager. This helps you focus on specific areas that are pivotal for meeting key objectives.
We’ve shown you an exhaustive list of performance appraisal questions that help provide continuous feedback to your team. Nevertheless, planning and analyzing the appraisal results can be overwhelming, despite being prepared with these questions.
Therefore, streamline performance appraisal with an automated HR solution to increase efficiency and coordination.
In this guide, you will find:
- OKR principles
- Formulas & scores
- OKR methodology
- Step-by-step guide
- Free OKR templates
- Common mistakes
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