What questions to ask in a performance evaluation? – Assessing the performance of the workforce is a necessary process as well as a delicate one. Employees tend to show reluctance, so focusing on the process well is essential. In addition to carrying out an internal communication campaign, we recommend creating a questionnaire with questions for the specific job performance evaluation adapted to each profile. That will make workers feel more comfortable and willing to collaborate.
Previous aspects to take into account
How is a performance appraisal done? The process contains of a series of steps that it is essential to follow to obtain the information that the company wants. The first, and the one that determines all the others, is always the same: goal setting.
It is essential that each employee, together with the organization, establish for himself a series of semi-annual or annual objectives that serve as a guide to improve and meet expectations.
Questions for performance evaluation
One of the main mistakes in performance evaluation is not preparing a questionnaire of questions that serves as a guide for the meeting. Next, we collect the most important ones:
Before we start, is there anything you want to say?
It is the best way to start the session since it allows the employee to share their opinion or say something related to the evaluation that could affect the process.
What do you think is the
drive of this evaluation?
This question gives us a clue to the mindset or attitude of the employee towards the evaluation. Some will feel like they are being scrutinized, while others will see it as an opportunity to have their say.
What has been your most significant success in recent months?
Starts positively. Allow him to talk about himself, be proud of his work, and explain what value he brings to the company. It will help you feel contented and relaxed.
What do you think is your main challenge for next year?
The employee’s response should show awareness of their environment and the challenges ahead. At the end of each year, each employee must be able to plan and have a clear direction for their professional development. In addition, it will give us a clue as to how we can help them achieve their expectations.
Do you think your personal goals are aligned with those of the organization? : This question serves two purposes. The first is to find out if the employee feels connected to what is happening in the company. And second, it’s a direct way to tell if he’s growing as an individual.
Examples of phrases to use in a performance evaluation
Choose your words wisely, as this Harvard Business Review article points out. Comments on the performance evaluation should be specific, short, and to the point. It is essential to follow these guidelines for effective communication.
Also, it is essential to use constructive criticism to point out areas for improvement without demotivating the employee. The key is to offer, at the same time, concrete solutions or ideas to solve these problems or achieve progress.
What skills make you more effective and efficient at your job? : This question can help the employee and their manager understand whether they fit their current role well.
Do you think your team is working well? :
Indeed the employee is part of a team and works closely with other professionals. The well-being of this is essential for a company’s success, so it never hurts to obtain information about internal dynamics and possible improvements.
What obstacles do you encounter in achieving your goals? : Most employees will not criticize the company unless asked. This is the question.
Do you have all the necessary resources and tools to do your job?
This question is crucial because it allows the employee to say what technical limitations he encounters daily and how he could improve his productivity if additional tools or resources were provided.
What would you do otherwise if you were responsible for the team? :
The purpose of this question is to detect ” dissatisfaction ” points on the employee’s part in aspects related to team or work management to study ways to remedy them. In addition, exciting ideas can be extracted to apply them internally.
How do you like to receive feedback? Have you gotten enough this year? :
When it comes to giving feedback, so some people prefer the privacy of a room, and others don’t mind that the rest of the team is present. Understanding each other’s preferences is essential so that the feedback process is positive. Regarding the second question, it is also interesting to know if the employee perceives that he is receiving enough feedback about his work.
What alterations would you like to see in the work environment?
Employees often have ideas about how they would like the office to be or what aspects they think could be included in the company culture.