8 Questions Managers Should Ask During a Performance Review

Managers want engaged employees, but it’s a two-way street. If these leaders demonstrate an interest in helping subordinates reach their goals, workers can gain renewed commitment to the company. Use recognition to drive your workforce. Ask these questions to get started:

  1. What Do You Want to Be Doing Two Years from Now?

People appreciate when their current work plays into future plans, and employees like it when their bosses show interest in their prospects. Managers can help subordinates achieve their goals. Ask this question to see what their dreams are in the first place.

  1. How Could I Make Your Job Easier?

Many professionals hesitate to tell managers that their approach interferes with their work. Raising the query gives personnel a chance to be honest.

  1. What Could We Do to Improve the Overall Function of the Division?

Your employees may have good ideas for improving productivity. At the very least, they offer a different perspective. Take advantage of this insight. As a manager, you should use any opportunity to increase business.

  1. What Are This Division’s Strengths and Weaknesses?

Employees have insight into how a company operates at the ground level. Use this perspective to improve procedures. This is often an easier question to answer than something like, “What are your personal strengths and weaknesses?” People may hesitate to criticize another person, but operations are fair game.

  1. What Do You Like Best About Your Job?

The answer you receive may help you understand employee motivations, and it’s a good measure of commitment. Once you understand what a subordinate considers the best part of his or her job, arrange for more assignments of that type. It also allows you to measure employee engagement, as an interested employee will have a number of insightful answers.

  1. What Do You Feel Is Your Greatest Accomplishment This Year?

People enjoy talking about their accomplishments. Be prepared with follow up questions about the achievement and why it’s valued.

  1. How Would You Describe the Corporate Culture Here? And What Would You Do to Improve It?

The answers will give you valuable insight into the overall personality of the enterprise. Company culture is an important gage of how your employees feel when they come to work. It’s important to see how individuals think they fit into the operation. If the answer to this question isn’t consistent across the board, you may have an issue.

  1. How Is Your Family?

This doesn’t have to cover actual family, but a question about an employee’s home life displays genuine concern. Avoid extremely personal questions, but asking general ones reminds your employee that he or she is a person, not a cog. Asking a question like this at the end of a review signals that the evaluation is wrapping up and will put your employee at ease. It’ll end the review on a good note, helping the worker feel appreciated and ready to take on the day.

When you ask any of these, be prepared with follow-up inquiries. This is a part of the performance review process, and the employee isn’t the only person being evaluated. The entire system needs to be checked to ensure it’s running as smoothly as possible. Reviewing employee performance is one aspect of this process, but it should never be the only part. Sign up for our performance review creation tool to make sure you’re taking a comprehensive approach.

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