7 Key Questions For Your Employee's Next Yearly Review

Posted by Ginni Garner on Jan 17 2012

The end of the fiscal year is commonly associated with reviews and (possible) financial raises. Because these two seem to go hand-in-hand, most employees sitting through an evaluation are probably thinking “How is this yearly review going and how does it impact the bonus or raise that I believe I deserve?” They tend to be focused more on the financial implications of the feedback than the feedback itself. In addition to separating these two events, consider shifting the entire dynamic of the evaluation process. 

Instead of sharing immediate feedback, consider seeking first to understand that individual’s perspective. 

  1. How do you feel about your progress to date? Are you where you thought you would be? 
  2. How have your responsibilities changed and evolved as you’ve grown in this past year, as opposed to a year ago? What are you taking on now, that you weren’t able to previously?
  3. How are you limited? How could we (as a team or as a department) help you overcome those limitations?
  4. In the past year, what achievements are you most proud of? 
  5. At what point in your career were you most challenged? What circumstances were at play at that time to challenge you, and how can we replicate that in the coming year?
  6. Who is your mentor? Who pushes you to be more, learn more, accomplish more, take on more, and grow more?
  7. Given your strengths and talents, how do you think you could use those to serve, or to help, others or our organization?

Asking questions rather than simply telling feedback will allow a manager to learn that individual’s perspective, which can help effectively guide the person’s thought process in the right direction. If you tell someone what you think, it can be met with skepticism. Instead, ask questions to help them arrive at the conclusion on their own.

Asking questions during review time not only allows them to play an active role in shaping their career, but allow them to take responsibility for areas of improvement and creatively stretch themselves in areas you may not have thought of.

Ask your employees these questions during their next review and give them a framework to focus on the performance.


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