Questions You Should Be Asking in Performance Review Meetings
There’s a saying that goes: “be loud about the things that matter to you”. And like any leader, there is always room for improvement on both ends. Conducting performance review meetings is an important part of an employer’s career that helps better evaluate their employees. While there isn’t a firm set of questions, here’s a round-up about questions you should reflect on asking. Remember to keep it professional but casual conversations are encouraged.
Things to consider:
One of the most important factors of the review process is to learn more about the employee’s behavior. Their behavior can be changed positively if you both communicate on how to better reach these goals. While you are evaluating their progress, you also want to make sure you are incorporating an open mindset into what you can also do to help. Your goal is to develop significant questions beforehand to better prepare and take control of your time. Remember to give feedback throughout the entire year on their performance, not just during the annual meeting.
- Do you believe we’ve met your expectations as a company ever since you’ve taken on the job role? How can we improve?
- Are there any times where you felt incompetent with certain job tasks? What can we do to help?
- What are some resources you find are lacking while on the job? (Could be materials such as the office supplies or better job operations such as HR)
- Have your strengths changed for the better? What about your weaknesses? How?
- Have I ever interrupted you from further administering a certain job completion?
- How can I better assist you in acquiring any missing skills?
- Should you ever feel bored completing tasks, would you be open to job rotations or taking on job enlargements?
- Am I effectively communicating what needs to be done?
- What are some ways you think you can contribute to having better productivity throughout the day?
- Where do you see yourself in the future with our company?
- Would you like to add any additional concerns that we may not have covered during this review?
After you’ve conducted the performance review meeting, let the employee know that a supervisor will soon get a hold of them to discuss a summary of everything that was discussed during the meeting. This gives the employee feedback and a sense of inclusiveness.
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