Performance Review Questions

A performance review is a crucial time for employers and employees alike, meaning employers must ask the right performance review questions to enable their professional growth. What they ask workers will not only give them a good idea of the employee’s day-to-day tasks, successes, and areas for growth, but it also gives them a better sense of what the company can do better to support its workers and thrive on all fronts.

HR plays an essential role in ensuring that performance reviews are carried out fairly, transparently, and with the right goals in mind. By working in lockstep on these employee reviews, managers and HR practitioners can ensure everyone in the company is on a path toward success.

There are various performance reviews you can implement within your organization. These include:

• 360-degree performance review
• Team performance review
• Project-based performance review
• Mid-year performance review
• Annual performance review
• Performance review for leaders

We will discuss the types of performance review questions to consider when using each of these types of assessments.

A 360-degree performance review is when feedback for an employee is solicited from various colleagues: Managers, direct reports, and coworkers from different levels all provide their thoughts on the employee. The employee feedback questions should focus on how they’re performing in every aspect of their role in the company (hence the name).

• What are some of the things that this employee is doing well?
• What areas of improvement do you believe this employee has?
• How can this employee further embody the company values?
• How well does this employee manage their workload and in meeting deadlines?
• Describe this employee in 4 words.
• What strong skills does this employee exhibit?
• What skills does this employee need to develop further?
• Describe whether this employee displays creative problem-solving skills or teamwork. Provide examples of situations where this happened.
• How does this employee communicate with the team?
• Describe an area of their role that the employee is excelling at. Provide an example.

During a team performance review, manager gives feedback to an entire team, and then they discuss how to move forward together to achieve more success based on this evaluation.

These team performance review questions should focus on determining each member’s skills and contributions as well as how they’ve been working together as a unit.

• How do you feel you contribute to the team as a whole?
• What are ways you can improve when it comes to working on this team?
• How do you describe the way the team works together?
• What are the successes the team has had?
• Were there times the team didn’t hit goals?
• What do you believe caused any inter-team issues this year?
• In what ways can the team work together more seamlessly this year?
• What could the team do to build more unity?
• What goals should the team set for the next year?
• How can the company support this team in reaching these goals?

In a project-based performance review, employees are evaluated based on their work on one specific project. It’s not about how they’ve been doing overall but how they succeeded on this one task. As such, the employee review questions should be centered around how they completed the project and their thoughts on the process and final result.

• What were your initial thoughts when you were first assigned this project?
• How would you describe the work that went into completing this project?
• What help did you receive from other coworkers?
• What was your level of comfort in handling this project?
• Were there any issues that came up while working on this project?
• If so, how were these issues dealt with?
• How would you describe the final result?
• What would you have done differently if you could redo this project?
• What kind of work would you like to do moving forward?
• How can we better support you on your next big project?

A mid-year performance review is an evaluation process that typically occurs halfway through the annual work cycle. This review is an opportunity for employers and employees to assess progress towards goals, objectives, and performance expectations set at the beginning of the year.

It serves as a checkpoint for giving and receiving feedback, discussing achievements and challenges, and making any necessary adjustments to performance goals or development plans.

Good mid-year performance review questions include:

• How do you feel about your achievements in the first half of the year?
• What do you consider your biggest accomplishment in the past six months?
• How do you think you can improve in the second half of the year?
• How has your workload been? Do you feel it’s manageable and aligned with your role?
• In what areas do you feel you have grown the most in the past six months?
• How have the goals set at the beginning of the year aligned with your work so far?
• What feedback have you received from colleagues or clients in the past six months that you found valuable?
• How has your understanding of your role or the business evolved since the start of the year?
• In what ways have you contributed to team success in the first half of the year?
• Looking back, what would you have done differently in the past six months?

An annual performance review or performance appraisal is the standard review most employees undergo. They meet with their manager once a year, receive feedback, discuss the feedback, and set goals and next steps. Annual performance review questions should look back on the past year as well as look forward to the next.

• What do you believe were your greatest accomplishments this year?
• Were there times you didn’t meet your goals this year?
• What are ways you believe you could improve in your role?
• What do you like most about your role at this time, and what do you like the least?
• What personal strengths do you bring to your role?
• What strengths do you have that aren’t being utilized in your role at this time?
• What personally motivates you to do good work?
• What do you personally hope to accomplish at the company this year?
• What will it take for you to make those accomplishments happen?
• How can I support you to meet your goals for next year?

When conducting performance reviews for leaders, the focus of the questions must shift to reflect the unique responsibilities and impact of leadership roles. Unlike reviews for other staff members, which might concentrate on individual tasks and skills, leader evaluations should delve into their ability to inspire, guide, and develop their teams.

These evaluations are typically conducted by a higher-level manager or executive within the organization, such as a direct supervisor, department head, or member of the senior leadership team. In some cases, especially in larger organizations, a Human Resources (HR) representative may also be part of the process to ensure consistency and adherence to company policies.

Performance review questions for leaders should assess how effectively they communicate vision, manage and mentor their teams, foster a positive and productive work environment, and contribute to strategic planning and decision-making.

The review should also consider their ability to drive organizational change, manage resources efficiently, and uphold and propagate company values. This tailored approach recognizes the broader influence and higher-level responsibilities of leadership positions, ensuring that their evaluations are both relevant and impactful.

Here are examples of performance review questions for leaders:

• How do you measure your success in developing and mentoring your team members?
• Can you provide examples of how you’ve driven innovation or change within your team or the organization?
• How do you ensure your team’s objectives align with the broader organizational goals?
• What methods do you use to manage and resolve conflicts within your team?
• How do you handle decision-making under pressure or in uncertain situations?
• What steps have you taken to improve your own leadership skills?
• How do you ensure effective delegation while maintaining oversight of key projects?
• Can you describe a recent situation where you had to adapt your leadership style to achieve a goal?
• How do you balance short-term challenges with long-term strategic planning?
• What efforts have you made to promote diversity, inclusion, equity and belonging within your team?

1. Develop a performance review process
2. Communicate the performance review process to employees
3. Keep records of conversations
4. Stay present during any difficult reviews
5. Plan follow-ups to address any major concerns