Employee Performance Review Questions for Managers: A Comprehensive Guide
Performance reviews can feel like a high-stakes game of chess. One wrong move, and you risk demotivating your team or missing out on valuable insights. But when done right, they’re a powerful tool for growth, alignment, and building stronger relationships with your employees.
So, how do you ace the art of asking the right employee performance review questions? Whether you’re a seasoned manager or new to the role, this guide will walk you through the best questions to ask, what to avoid, and how to make your reviews meaningful and actionable.

Why Are Performance Review Questions So Important?
Let’s face it: no one loves performance reviews. But they’re a necessary evil—or rather, a necessary opportunity. The right questions can:
Uncover hidden challenges your team faces.
Highlight strengths you didn’t know existed.
Foster open communication and trust.
Set the stage for future growth and success.
In short, the questions you ask can make or break the review. So, let’s dive into the essentials.

The Best Employee Performance Review Questions to Ask
1. Goal-Oriented Questions
These questions help you understand how well your employee is aligning with their goals and what they need to succeed.
“What goals have you accomplished since our last review?”
“What challenges did you face in achieving your goals?”
“What tools or resources do you need to meet your future objectives?”
Pro Tip: Use these questions to identify gaps in resources or training that might be holding your team back.
2. Strengths and Achievements
Celebrating wins is just as important as addressing areas for improvement. These questions help you recognize and reinforce positive behaviors.
“What accomplishment are you most proud of this quarter?”
“What strengths do you think you’ve brought to the team?”
“How do you think your work has contributed to the team’s success?”
Fun Fact: According to a Gallup study, employees who receive regular recognition are 63% more likely to stay at their jobs.
3. Growth and Development
These questions focus on future growth and help you understand your employee’s aspirations.
“What skills would you like to develop in the next six months?”
“How can I support your professional growth?”
“Are there any projects or roles you’d like to take on in the future?”
Insert image of a manager and employee discussing career growth here.
4. Team Dynamics and Collaboration
Teamwork makes the dream work, right? These questions shed light on how well your employee is collaborating with others.
“How would you describe your relationship with your teammates?”
“Is there anything we can do to improve team communication?”
“How can we create a more supportive work environment?”

5. Feedback and Improvement
Constructive feedback is the backbone of any performance review. These questions encourage self-reflection and openness to growth.
“What areas do you think you could improve in?”
“How do you prefer to receive feedback?”
“What’s one thing you’d like to do differently in the next quarter?”
Pro Tip: Pair feedback with actionable steps. For example, instead of saying, “You need to improve your time management,” try, “Let’s explore some time management tools that could help you prioritize tasks.”
Questions to Avoid in a Performance Review
Not all questions are created equal. Some can do more harm than good. Here’s what to steer clear of:
“Why didn’t you meet your goals?” (This can come off as accusatory.)
“What projects are you not proud of?” (This can make employees defensive.)
“Do you think you’re doing a good job?” (This is too vague and unhelpful.)
Instead, focus on open-ended, constructive questions that encourage dialogue.

How to Structure Your Performance Review
To make your reviews more effective, consider this 4-step framework:
Planning: Set clear objectives and gather relevant data.
Discussion: Ask open-ended questions and listen actively.
Feedback: Provide balanced feedback—both positive and constructive.
Action Plan: Collaborate on next steps and set measurable goals.
Effective Questions | Ineffective Questions |
---|---|
“What accomplishments are you proud of?” | “Why didn’t you meet your targets?” |
“How can I support your growth?” | “Do you think you’re doing a good job?” |
“What challenges are you facing?” | “What went wrong this quarter?” |
Pro Tips for Managers
Be Prepared: Review your employee’s goals, achievements, and challenges before the meeting.
Listen More, Talk Less: The review should be a two-way conversation, not a monologue.
Follow Up: Set a date to revisit goals and check on progress.
Conclusion: Make Your Reviews Count
Performance reviews don’t have to be daunting. By asking the right employee performance review questions, you can turn them into a powerful tool for growth, motivation, and alignment.
So, the next time you sit down for a review, remember: it’s not just about evaluating performance—it’s about empowering your team to be their best.