It may not always be clear what question you need to frame the performance review around, so we prepared this research-driven list of questions. Feel free to use any of these for the next review you create.

  • 🎈 What should this person start, stop and continue doing?
  • πŸ“ What should this person do more of, the same amount of, or less of?
  • πŸ… In the past 6 months, what were this person's greatest successes and biggest challenges?
  • πŸ“Š What is one thing this person did really well in the past 3 months and what you feel could be improved?
  • πŸ’ͺ What’s one key strength you think this person has? And what’s one thing they can do to be more effective?
  • πŸ‘ What accomplishments should this person be most proud of and in which areas would you like them to improve?
  • πŸ™Œ What is this person doing well, where do they need to grow and what advice do you have for them?
  • 🌝 Please provide examples of how this person positively contributed in the past 3 months and where they can improve.
  • πŸ† Can you summarize the greatest strengths and what this person should keep doing?
  • πŸ‘Ύ Please provide highlights and examples of the work this person did well in the last quarter, what they could have done better and what are 1-2 growth/development opportunities they should focus on in the coming quarter?
  • πŸ—£ Tell one thing this person is doing well and should continue and one thing they could improve.
  • πŸ’‘ What’s one thing you liked and one thing you thought could have gone better about this person's performance in the past month?
  • ⭐️ What do you feel went well this year and what might have gone better about this person's work?

Historically performance reviews used to be this pile of relevant and not really relevant questions. We want to change that and keep reviews specifically an evaluation, not make it moonlight for a survey.Β 

So check out some of our research-backed survey questions as well - surveys and reviews work best in conjunction.

Did this answer your question?