As we head into a new year and wrap up Q4, now’s a great time to reevaluate the questions you ask employees during performance reviews.

As a manager, go into each meeting with 3 clear goals:

• Gain a better understanding of your employees’ strengths and weaknesses.
• Create a clear action plan to improve individual performance.
• Know exactly what you can do to be a more effective manager.

Your job is to provide guidance on how each member will help the company reach its business goals. But in order to retain great employees, you must also be aware of their individual career goals and what you can do to make them feel safe, valued, and supported in the workplace. Below are 15 questions to help you start the conversation.

Ask each question with a purpose

A question like “Are you happy in your role?” doesn’t leave you with any information that will help you create action plans towards success. The following questions are essential for gaining a better understanding of each team member’s strengths and weaknesses, while also knowing how you can be a more supportive manager.

Questions to assess your employee’s strengths

• What accomplishments are you proud of?
• What goals did you meet this quarter?
• What has been going well in your role and why?
• What work comes easy to you?
• What work do you enjoy doing, or want to do more of?

Questions to address your employee's concerns

• What could be going better in your role?
• What skills would you like to improve on?
• What goals did you not meet and why?
• What work don’t you enjoy doing?
• What work would you like to delegate?

Questions to help you become a better manager

• What can I do to make you more comfortable in your role and at this company?
• What can I do to make sure your mental health is a priority?  
• What can I do to help you do your job effectively?
• What can I do to make your work more enjoyable?
• How would you like to receive recognition and feedback?

End every review with a clear list of action steps

As your team members share feedback, be ready to create an action plan together. This shows employees they aren’t alone and you’re committed to their professional growth. 

Make each goal measurable so all parties are held accountable. Then, discuss professional development opportunities through career coaching, training, courses, and more. 

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Learn more about building a supportive, engaging, and inclusive company culture.

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