Good performance review questions invite reflection on outcomes, obstacles, collaboration, support, and learning. Ask employees and managers to explain impact with examples, then shift toward future goals and development. Close with specific commitments for the employee, manager, and organization.
Questions about impact and performance
Ask which outcomes the employee is most proud of, what changed because of their work, and where results fell short of expectations. Explore the evidence behind those answers, including customer feedback, project results, team contributions, and lessons from setbacks. These questions create a more complete view than a rating alone.
Questions about growth and support
Discuss which skills the employee wants to strengthen, what responsibilities they are ready to take on, and what support they need from their manager. Ask what the manager should start, stop, or continue doing. Finish by agreeing on a small number of measurable priorities for the next review period.
