Few moments in your employees’ professional lives are more nerve-wracking than their annual performance review.
Performance reviews are meant to serve as touchpoints for managers and their direct reports to discuss where they are excelling and doing great, potential for learning and growth, and what to focus on as they move to the next level. Even top-performing professionals can feel uncertain and nervous about this annual conversation. Addressing issues in these meetings can also be stressful for the reviewer, so no one is immune.
Managers should focus on five key questions to ensure meaningful and impactful performance reviews. These questions will enable the manager to assess the employee’s performance metrics and gain insight into their feelings about their work, the organization’s culture and environment, and the manager’s leadership approach.
By asking the questions below, actively listening, engaging in conversation, and showing empathy, managers can empower their team members and boost engagement and productivity.
1. What have you achieved in the past year that you are most proud of?
A great way to start a performance review is with the employee reflecting on what they are most excited about, what they have accomplished, or what they learned. It creates a great moment and opportunity to share and celebrate together.
As you ask that question, be prepared to share your observations and accomplishments that you have been impressed with or heard about from others. All feedback benefits an individual’s growth, especially acknowledgment and recognition from their peers and management.
Use this as an opportunity to share what you see as this individual’s strengths, skills, and confirmed talents. And if they have a superpower, let them know!
2. What challenges did you experience, and how did you overcome them?
When you enter these conversations as the reviewer, you already know the key points you want to discuss with your employee, including pain points and growth areas. This feedback will be much better received if the employee identifies and mentions these areas first. When they recognize an issue themselves, they’re more open to discussing how to address it.
Additionally, asking how they overcame or attempted to overcome challenges gives the employee some control in the conversation. Listen to their approach to understand their perspective. Then, you can provide constructive feedback by either building on their efforts or suggesting alternative ways to handle similar situations in the future.
3. What opportunities are you looking for next in your career?
Discussing career goals in a performance review is essential because it allows for aligning professional aspirations with organizational objectives. Managers should delve into how they can support their employees to reach their career goals, whether through offering continuing education, mentorships, or opportunities for upward mobility.
Employees should feel their manager is committed to helping them create a clear roadmap for professional growth. Career mobility is crucial; without it, employees are more likely to leave for better opportunities.
4. What are your thoughts on the support you receive from your manager and team?
While this could be a more complex discussion if an employee feels their manager is falling short in the support department or running into trouble with their team members, it’s still an integral part of a performance review sit-down. Discussing how management or team members can improve in supporting and working together with the employee is crucial for maintaining a healthy work environment, free from toxicity and a lack of job satisfaction.
Employees should feel comfortable voicing concerns, perspectives, or suggestions openly without fear of retaliation. Practicing active listening in these moments will help improve communication, collaboration, and overall team productivity and effectiveness.
Pro Tip
Open-ended questions lead to the best conversations. Encourage your employee to have a voice and control in their career growth. As a manager, you know the resources available to help them learn and grow, but employees often have their ideas. Asking for their opinion empowers them to seek out opportunities and options. You can then provide additional resources and information to support them.
5. What skills or training do you want to develop to elevate?
Managers should actively ask their employees about their training and development needs alongside discussions about future goals. Employees might struggle with certain aspects of their job or aim for a promotion and could benefit from targeted education or skill-building.
Additionally, managers can recommend development programs that would benefit the employees, demonstrating that they value their contributions and are invested in their career growth within the organization.
Performance reviews can be nerve-wracking, but managers have the power to turn them into a platform for open communication, paving the way for a stronger, more engaged team. A great performance review isn’t just about listing accomplishments or shortcomings. It’s a chance for open, constructive dialogue that empowers employees and strengthens your relationship. Seize this opportunity to elevate morale, drive continuous growth, and build a powerhouse team dedicated to collaboration and excellence!
