7th April 2021 4 MIN READ •Talos Engage •Employee Engagement
Performance reviews are a crucial part of employee management. They allow us, as employers, to discuss our colleagues’ achievements, areas for improvement, and hopes for the future. This helps in devising a strong employee engagement strategy, and promoting ambition throughout the workforce.
What are some good performance review questions?
Employee performance reviews must be approached with a clear strategy. By asking the right questions, you can identify the best ways to support and develop employees going forward. Here are some great examples of strong performance review questions…
Which of your achievements are you most proud of?
A great way to kick off any performance review is to talk about the positives. Discuss in detail your employee’s achievements over the given period; this will ensure they recognise their strengths, and will help you outline their performance.
Recognition is an important part of people management; discussing employees’ achievements gives you the opportunity to express their value to your organisation. This helps to keep spirits high, and drive productivity in the future.
Which goals did you hit, and which could have been better?
Discussing what went well, and what could have been improved, is a great way to encourage personal development. This recognises both the strengths and weaknesses of an employee’s performance, rather than just focusing on potential improvements – allowing you to give ‘positive’ over ‘negative’ reinforcement.
By identifying areas that employees recognise could be improved, you can guide them towards overcoming similar challenges in the future. This is far more effective than pulling aside and reprimanding employees for undesirable performance.
How can I better support you to reach your goals?
As their manager, it’s your job to ensure employees are given the support necessary to achieve their goals. Discussing this in performance reviews is a key part of exploring feedback, and developing strong management skills.
Rather than simply focusing on their performance, this allows them to raise any issues they may have with the support they are given. This is a positive way to give your employees a voice, and ensure their needs are met consistently.
What do you enjoy about working here, and which aspects would you change? (EVP)
Performance reviews are a great time to review your employee value proposition (EVP). By discussing which aspects of your company are favoured, or perhaps disfavoured by your employees, you can amend your engagement strategy to meet their needs.
Key points to discuss at this stage include:
- Job satisfaction
- Workplace culture
- Benefits & pay
- Career development
By keeping in touch with your employees’ wants and needs, you can strengthen your employer brand – improving both engagement and retention.
What are your favourite/least favourite aspects of this role?
Job satisfaction is a key contributor to staff retention. Performance reviews give you an opportunity to find out any issues employees may have within their roles.
While we all find aspects in our jobs that we don’t particularly enjoy, identifying these within your team can help to increase morale, and reduce employee turnover.
Have your employees recently taken on additional responsibilities? Could these be reallocated to someone more suitable, or should new talent be sourced to meet your company’s needs? Addressing these issues helps to reduce employee burnout, and boost productivity where it counts.
What do you aspire to be your future role with the company?
Career development is important; without it, you’re bound to lose your top performers to external opportunities. Simply put, if employees are not given the opportunity to grow within your business, they will start to look elsewhere.
To avoid this, it’s crucial to discuss learning & development opportunities in performance reviews. Where does your colleague see their career heading within your company? How can you support them in reaching this goal?
Aim your talent acquisition strategy inwards; focus on your top performers, and support them in their professional development. This benefits both parties – providing you with even more strong talent, and helping your employees thrive in their careers.
Why are performance reviews important?
Performance reviews are a crucial part of HR strategy. It’s important to catch up with your employees on a regular basis, discussing their achievements, aims, and changing needs.
These reviews help you to track performance, define your employer brand, and promote engagement and development throughout your workforce.
Introducing…
Talos Engage: Improve your EVP to boost performance
Improving your EVP doesn’t have to be difficult! Talos Engage is a gamified tool that identifies employee sentiments in minutes, allowing you to make data-backed optimisations to your EVP.
This provides an easier way to meet employees’ changing expectations, and retain an inspired, committed, and happy workforce.
– Gamified EVP research and optimisation
Talos Engage is our gamified EVP research platform – giving companies a better way to align their HR strategy with their employees’ expectations.
– Goodbye surveys; hello to our swipe-card interface!
Employees simply play the game – swiping left, right, up, or down to indicate which benefits matter most/least to them.
Data is then instantly formulated into an insightful report – helping you to align your benefits package with your core workforce values.
With Talos Engage, it has never been easier to develop an EVP that attracts, retains, and inspires successful employees.
Discover gamified employee engagement – and develop a talent-winning EVP:
In summary
Employee reviews are a regular part of HR management. As employers, they give us the opportunity to track worker performance, provide support, and adapt company policy to meet employees’ needs.
It’s important to approach performance reviews with a positive strategy, including a strong list of questions. Some great review questions are:
- Which of your achievements are you most proud of?
- Which goals were hit, and which could have been improved?
- How can I better support you to reach your goals?
- What do you enjoy about working for this company?
- What are your favourite/least favourite aspects of your role?
- What do you aspire to be your future position with the company?
These questions will give you a real insight as to employees’ performance, job satisfaction, and future wants & needs. This allows you to provide learning and development opportunities, optimise your EVP, and help your employees thrive in their careers.
