Examples of Performance Review Questions from Employees to Managers
For some or even most people, the performance review process may not be a comfortable thing to do with a manager. This could be caused by feeling reluctant or awkward because of having conversations that are rarely experienced on a daily basis.
Keep in mind that performance reviews are not a one-way process carried out by managers to evaluate employees. Each manager will involve employees in his team to provide optimal feedback when conducting face-to-face evaluations.
In order to get maximum results in the performance review process, both managers and employees must provide feedback to each other. Employees can ask follow-up questions to align expectations and achieve a more ideal situation in the future.
Example Performance Review Questions
Not only managers, employees also have the right to ask questions in the evaluation process. Whatever your position in the company, asking performance review questions is a process that will benefit teamwork. The following are some examples of questions that can be asked during the performance review process.
1. Areas of expertise that need improvement
Discussing potential and shortcomings between managers and employees can provide self-development goals that can be achieved throughout the year. When you understand performance aspects, you can leverage your strengths to work on areas that need improvement.
Focusing on things that need improvement can help make you a more effective employee. By identifying areas that need improvement, you can focus on the abilities and behaviors that have been preventing you from achieving success.
You may also ask about the review process to understand the criteria used by managers when conducting evaluations. During the next performance review, you can set targets that are worth achieving in each quarter.
2. Goals that need to be achieved by oneself
Setting clear goals as an employee development plan is essential for career growth. In this case, it is important to be open and ask for input from your manager regarding targets for the next performance cycle.
As an employee, this will help you align your goals with your team's needs so you stay focused and motivated. This also positions you as a valuable asset to the company. Ask what you need to focus on in the next work period and think about tasks that might require help from your existing skills.
3. Support to achieve goals
By understanding the resources or support available, you can better plan and prioritize your goals. During the evaluation, it is important to discuss with your manager how to provide support to achieve your goals.
Give suggestions about the training you want to take to develop your potential. Some companies have specific learning and development budgets to help their employees achieve professional career development goals.
4. How to support the team or organization
A good manager will encourage collaboration and teamwork without overburdening employees. Positive and constructive feedback can help employees to be more successful in carrying out their respective roles.
Ask about specific things you might need to contribute to the team's success. This shows that you don't care about individual performance or ratings. Collaboration between teams is also an important factor needed to achieve project success.
5. How to improve work-life balance
Work-life balance is a topic that is often discussed during job interviews. However, this is increasingly rarely brought up during performance reviews. Even though there are many targets to achieve as an employee, make sure to prioritize health, happiness and self-satisfaction which will also benefit the business. You may raise concerns about work-life balance during a performance review.
All processes that occur in a performance review become an ideal series of evaluations to improve team performance. The key to the success of the performance review process is honesty, empathy and openness to feedback between managers and employees.
To get optimal evaluation results to explore individual potential when carrying out duties at the company, you can also use the Customized Assessment Program. Through this program, each person will identify themselves based on their psychological characteristics to develop themselves professionally in the company.