40 Best Performance Review Questions for Managers and Employees

In a performance review, well-crafted questions will not only strengthen the manager-employee relationship but also enhance overall job satisfaction. These deeper conversations can reveal an employee’s motivations and aspirations, as well as any underlying issues that affect their performance.

Let’s get started.

What do great performance review questions look like?

Unlike simplistic or vague questions that fail to engage, great performance review questions stimulate in-depth and fruitful conversations. Here are their four main qualities: 

Open-ended: Open-ended questions encourage detailed responses that go beyond simple yes or no answers. Creating a richer conversation, they allow managers to uncover perspectives that they may not have anticipated.

Clear: Clear questions foster a focused review session by minimizing confusion. When a question is straightforward, it’s easier for employees to reflect accurately on their performance.

Specific: Specific questions emphasize particular aspects of performance, such as recent projects or challenges. By targeting details, they equip managers with a clearer picture and lead to actionable insights.

Balanced: Covering both strengths and areas for improvement, balanced questions can cultivate a constructive and motivating atmosphere. They also prevent the conversation from being overly critical or overly complimentary.

How to Ask Performance Review Questions: Best Practices

Before we explore our list of performance review questions, let’s take a brief look at how managers should ask them. These best practices can enable managers to facilitate meaningful discussions that ultimately benefit both the employee and the company. 

Prepare thoughtfully. Take time to review the employee’s past performance, achievements, and any areas they’ve identified for growth. Tailor the questions to the employee, showing you value their unique efforts and progress.

Create a safe space. Be attentive to how you phrase questions to ensure a supportive atmosphere rather than a confrontational one. State that the conversation is private and won’t be shared beyond relevant stakeholders.

Be mindful of your tone and body language. Maintain eye contact, use a friendly yet professional tone, and avoid crossing your arms, which can come across as defensive. Respond with gestures that show empathy, like nodding or smiling when appropriate.

Focus on growth, not just performance. While it’s important to assess past performance, utilize the performance review questions to delve deep into employee development. Ask employees to consider their long-term career goals and skills they’d like to develop, which will keep the conversation positive and forward-looking.

Follow up and take action. Record and then transcribe the performance review to document main points discussed during the meeting. Share a summary with the employee, and set a timeline for reviewing progress on any agreed action items.

Performance Review Questions for Managers

Our list of 30 performance review questions for managers is organized into six categories, covering key areas from self-evaluation to professional growth. All aim to support open communication, employee development, and individual and organizational success.

Self-Assessment Questions

The following self-assessment questions are designed to prompt employees to reflect on their overall performance and evaluate their progress.

How would you rate your overall performance during this period? Please explain your rating?

How well did you achieve your goals for this period? What factors contributed to your success or challenges?

What accomplishments are you most proud of from this period, and why?

How effective were you at managing your time and prioritizing tasks? Were you able to meet deadlines consistently?

How well did you adapt to change in work priorities, processes, or technology?

Personal Strengths and Areas of Improvement

As a crucial part of professional development, these five performance review questions highlight how an employee’s strengths contribute to success and where they can further improve.

What do you consider to be your greatest strengths, and how have they contributed to your success in this role?

In which areas do you feel you could improve, and what steps are you taking to address them?

What feedback have you received from your colleagues or managers about your strengths and areas for growth?

Can you share an example of a time when you leveraged your strengths to overcome a challenge?

Which of your strengths do you feel are currently underutilized in your role? How might you apply them more effectively?

Career Aspirations

A performance review is a great opportunity to discuss an employee’s long-term career aspirations and how they fit within the organization.

How do you see your current role contributing to your overall career path?

Are there any roles or positions within the company that interest you for the future? If so, which ones?

What obstacles do you foresee in achieving your career goals, and how do you plan to overcome them?

How important is it for you to take on leadership roles in the future? What steps are you taking to prepare for them?

How frequently would you like to revisit and discuss your career aspirations with your manager?

Professional Growth

Asking questions on professional growth will demonstrate that you value continuous learning and support employees in their career journeys.

How have you pursued growth opportunities (e.g. training, workshops, etc.) in the past period?

Can you describe a recent situation where you stepped out of your comfort zone to foster your growth? What did you learn from that experience?

What specific skills or knowledge areas do you wish to develop further in the coming period?

Are there specific resources, tools, or support that you feel would help you achieve your professional growth goals? If so, what are they?

How do you plan to track and measure your professional growth over the next period?

Team Dynamics

For better outcomes, performance review questions should encompass not only individual matters but also the dynamics of the employee’s team.

How would you describe the overall atmosphere within your team? What factors contribute to this environment?

Can you provide an example of a successful team project you were involved in? What role did you play, and what made it successful?

Do you feel that your team members are supportive and collaborative? How do you contribute to a positive team environment?

Are there any team processes or practices that you believe could be improved for better efficiency? If so, what are they?

How do you feel your individual goals align with the team’s objectives? Are there adjustments you believe should be made to better align them?

Company Culture

Employee performance and company culture form a feedback loop, so asking these questions can shed light on each one’s impact on the other.

Can you share an example of how the company culture has positively impacted your work experience and performance?

In what ways do you feel aligned with the company values and mission?

What specific actions or behaviors do you believe you could adopt to better embody the company’s values in your daily work?

How has the company's approach to recognition and feedback affected your motivation and performance?

How do you think the company culture can be further enhanced to foster a more productive and positive work environment?

Performance Review Questions for Employees

A performance review is a two-way conversation, and employees should feel empowered to ask their managers questions. This will not only clarify any feedback or expectations, but also show a genuine interest in growth.

Here are 10 performance review questions employees can ask their managers:

How would you assess my progress since our last review?

What are the main priorities for my role in the upcoming period?

Are there any specific skills or areas that you think I should focus on to improve my performance?

Is there any additional support or resources I could benefit from to improve my performance?

What opportunities do you see for me to take on new responsibilities or projects?

What are your thoughts on my collaboration with other team members?

Are there any opportunities for cross-training or working with other teams to broaden my experience?

What feedback have you received from other team members or departments regarding my performance?

Do you have suggestions for networking or mentorship opportunities that could benefit my career development?

Are there any metrics or performance indicators you recommend tracking regularly?

Frequently Asked Questions

What is a self-assessment performance review?

A self-assessment performance review is a process where employees reflect on and evaluate their performance over a specific period. They can write down strengths, key achievements, areas for improvement, and goals for future development. This performance evaluation can offer valuable input for managers and help employees take ownership of their professional development.

How can I prepare for a performance review conversation?

If you’re an employee, prepare by reviewing your recent projects, identifying your goals, and drafting performance review questions to ask your manager about development opportunities. On the other hand, if you’re a manager, you can tailor your questions to the employee and prepare constructive feedback for a balanced and productive discussion.

How should I answer questions during a performance review?

To answer performance review questions with confidence and professionalism, stay positive and solution-oriented. Provide concrete examples for your achievements and challenges, highlighting what you’ve learned from them. Share the steps you’re taking to improve, and refer to company goals to show how your work contributes to the bigger picture. Remember, it’s always okay to ask for clarification if you’re uncertain about a question.

What should I not say in a performance review as a manager?

As a manager, it’s essential to focus on performance rather than character; so avoid making comments that might feel like personal judgments. Also, do not compare employees to one another, as this can harm team morale. Lastly, when an employee voices feedback or concerns, take it seriously rather than dismissing it to maintain an open and supportive environment.

How do you grade yourself in a performance review?

If performance review questions are rank-based, make sure you assess each area objectively. When in doubt, it’s better to grade yourself slightly lower than to overestimate. This approach will demonstrate your awareness of self-improvement and commitment to growth.

Summary

This blog listed a total of 40 performance review questions that managers and employees can ask during a session. It also emphasized the importance of how managers should ask these questions, as thoughtful preparation and phrasing are crucial for constructive feedback and discussion.

Remember, whether you’re a manager or employee, performance reviews are a chance to support growth on both sides.