This is the time of the performance appraisal!
Positive feedback from the supervisor is what you wish for unless you are happy being on the underside of the work, but what actually is a performance review
What is a Performance Review:
A performance review is also termed as performance appraisal, employee review, employee performance evaluation, employee appraisal. All of these terms state the same meaning.
A performance review can be defined as a process to evaluate and measure employee performance and efficiency at work. Here the effectiveness of the employees are assessed and feedback is given to him to better his performance in the future.
A few other things like wage hike, the requirement of the employees, etc are also discussed in this process.
Getting an honest as well as positive input from your boss, your immediate supervisor is decisive to your relationship with the boss which can make or crack your whole corporate career.
A great rapport with your boss helps in attaining the deadlines in a fizzy and makes the workday go in an easy way.
However, you should be alert too as a shaky one can make your whole workplace environment tense and short too, in a way.
A good relationship with your boss may even reduce the tension at work and also in a survey; it was found that the most stressful person for any office goer is generally the immediate boss. Here are a few performance review questions for managers.
- So, does that mean that we should keep quiet and just tolerate what they are saying even when it comes to appraisal?
- Should we just stay mum and not enquire about what is the reason for our more or less appraisal?
- If the appraisal is less, what should we do to ensure that it is better in the next review period?
These are some of the appraisal questions to ask during a performance review that we can answer if we have an idea about how to handle the situation at that time and how to extract from the reviewer, the basis of our appraisal.
In the coming paragraphs, we are giving a few points with the help of which you can get the information from the reviewer.
Job Performance Review Questions for Managers:
The following mentioned are a few employee performance review questions to ask in a job review to your managers during employee performance evaluation.
1. What, in your view, went well in the whole year?
This kind of employee evaluation question to ask at an annual review is the most valuable one to employees as some managers are lazy at expressing appreciation.
If you have a boss who falls in the same category, then you need to ask this so that you get some positive feedback from him.
To be clear, this point helps you to know what gives pleasure to your manager.
2. What should I do differently in the next year?
This is another way of asking what you did incorrectly in the past. In some cases, the boss might be uncomfortable in giving vital feedback.
If you manage to get an answer to this question, you will get a response to what he is really thinking and how to manage it in the future.
3. What can I do so as my performance appraisal approves in the next year?
If you get a low rating, low points on a particular area, find out what you should change. You can try and find things that can be changed for the better and which can be done in a different way.
A better way is to improve yourself rather than arguing with your boss about the past.
You might not succeed in changing the rating for that point but there’s a chance you will not repeat it in the next review cycle.
4. What can I do to make your job easy?
This question to ask at a performance review to a manager is not asked by many employees, as it will instantly bring you up in their eyes.
He might even faint! Not all think about their senior and what they usually think is about how can the manager make their life easier. So this is a sure shot point gainer.
5. What are the areas of growth for me in the next period?
Yes, never leave the manager’s room without knowing this answer. If you have an all-round positive review, it will make you feel energetic throughout the day but what if you lack at some points.
It is time to know them and grow. Ask what you need to focus on like training for management, learning a soft skill, technical skill or preparing yourself for higher projects.
There will be always something new that you can achieve with your new-found potential.
6. What should be my goals for the near future?
In addition to knowing what you should be working on, it is important to know what should be your short term goals, say in the next quarter or year.
Having a crystal clear view of such goals will make you relaxed as if you don’t know the goals that your boss wants you to achieve, you can never attain them.
You can never meet an expectation if you don’t know what it is.
7. Ask about the timeline for the bonus or next promotion:
The review may not always coincide with the bonus or promotion; it is the time when you should ask about the steps for getting there.
You can use the review to make it known to the boss about your commitment and dedication to the organization, and side by side, ask about the specific timeline for getting to that step.
You can begin by saying that I am really happy with my current growth and position at the company. This makes the employer aware that you are saying something positive and not deconstructive.
8. Tell them about your personal goals:
You asked the manager about what should be your goals or what does he want you to improve. You should tell him about your personal goals at this moment.
Every employer loves and wishes to see his employee striving and reaching for his higher goals. Your passion for your profession is reflected in this.
It shows that you have set some personal goals also and that you care about both – the organizational goals as well the personal goals.
9. Tell them about the role you would be playing in the future of the company:
Most managers will ask this question on their own during the review process and if yours doesn’t, you should tell them on your own.
It shows that you do think about the long term benefit of the company. It gives an insight into how does the employee visualize the future. It also shows commitment and loyalty to the company and every manager loves this.
Apart from this, you should state the role that you think, you would be playing. It reflects that you wish to grow professionally and that you have a vision for the company as well as for yourself.
10. When you think about your best employees, what qualities in them makes them different from others?
If you have a good relationship with the boss, this is a great question to know what qualities are valued the most by your employer, so that you can put forward your best foot in that area.
You can easily score a promotion or increment by doing this work. When you come to know about the values, just try and imbibe them in your behaviour.
However, do not ask this question when he has just given you some negative or tough feedback or scolded you for a not so good assignment.
11. Ask about a follow-up session if you can get, with the boss:
You should ask the boss that you might have a lot of additional thought and questions at the end of this session and whether you can get an additional follow up session with him.
At the end of a performance session wherein you get a not so great review or a conversation which was not much encouraging, you will feel low and not be in a condition to ask other questions.
Hence it will help if you get another chance. If you get a few days to think, you will get the chance to brainstorm the ideas and discussions and also reflect on what was discussed.
The main help would be that you would not lose your cool. It will ultimately help you become better in your job.
Performance Review Questions to Ask Your Boss:
An employee review is a time where you can express or say anything to your employer. It can be related to anything like a salary hike, any other requirements, any problems that is hindering your performance, etc.
The purpose of the performance review is to ease the conditions of their employees, for the betterment of the employees so that they can work effectively for the organization’s growth.
- How was your review and how can you make it even better?
- Tell me something about your long and short-term goals?
- What are the extra skills that I need to gain?
- What makes you a better team member
- What kind of challenges the company is looking to handle this year?
- What are the career opportunities that you find suitable to someone having a similar kind of background
- Is there any skill that I need to improve or develop?
- From which people should you get feedback from?
- As per you, in what way our business would be changing in the future?
- Which way you can be more helpful to others in the team members
Performance Review Tips for Employees:
Here are a few things you’re forgetting to Ask During Your Review or things which you should ask your employer mandatorily. If you have worked very well, then your performance review will go smoothly.
But if you are left with things to discuss, then you should never miss this chance. Ensure that you are using the review process to your advantage to the fullest.
Some of the vital things to focus on are,
- Your Growth Areas
- Your Future Goals
- Other People, You Should be Reviewed By
- Timeline for Bonuses, salary hikes, and Promotions
- Next Review timeline
Things to Never Say During Your Performance Review:
Performance reviews are not only important for the employees but also for the employers as well. Sometimes the performance review meetings get uncomfortable, the only solution to get out of such a situation is effective communication.
Having a face to face interaction with your employer can help you solve most of your problems. But the words you use should be chosen very carefully as the words, phrases or sentences you use can ruin the whole scenario.
11 things Never, Ever To Say At Your Performance Review:
- “That wasn’t my fault”
- Saying “Yes” too much to your manager
- “You said/you did…”
- “This is not fair”
- “But…”
- “It’s not part of my job role
- “It was a team effort”
- “What about so-and-so?”
- “Can I have a hike?”
- “I’m not good at ”
- “I know”
Conclusion:
Performance appraisal, the proper and systematic process of employee evaluation, employee performance review and understanding their abilities for their further growth and development is a necessary event.
Performance appraisal is done with a view to maintaining proper records to estimate the compensation packages, the increments, the structure of the wages and salaries.
It also helps to identify the main strengths and negative points of the employees and also give them honest feedback on their performances.
It also helps to motivate the employees as all wish to give their best in the session and gain maximum points from it. It also helps the supervisors to validate the performance of the employees and gives the employees a chance to clear their doubts.
Such a discussion also builds the credibility of the system amongst the employees. I hope you make the best use of such a session.
