50 Performance Review Questions That Actually Get Useful Answers

Why Most Performance Review Questions Fail

Generic questions get generic answers.

"Rate this person's communication skills from 1-5."

What does that even mean? Communication with whom? In what context? Verbal or written?

Good questions are:
• Specific enough to get useful answers
• Behavioral (focused on actions, not personality)
• Forward-looking (identifying growth opportunities)

Self-Assessment Questions

1. What accomplishment are you most proud of this review period? 2. What was your biggest challenge, and how did you handle it? 3. Which goal did you fall short on, and why? 4. What skills have you developed or improved? 5. What would you do differently if you could redo the past 6 months?

Manager-to-Employee Questions

1. How effectively does this person prioritize competing demands? 2. Does this person take ownership of problems or deflect responsibility? 3. How well do they adapt when plans change unexpectedly? 4. Do they seek out feedback proactively? 5. How effectively do they communicate progress and blockers?

Peer Feedback Questions

1. How easy is it to collaborate with this person? 2. Do they follow through on commitments reliably? 3. How well do they handle feedback (receiving and giving)? 4. Do they contribute positively to team culture? 5. Would you want to work with them on a difficult project?

Direct Report-to-Manager Questions

1. How clearly does your manager communicate expectations? 2. Do you feel safe bringing problems to your manager? 3. Does your manager advocate for you and your career? 4. How effectively does your manager resolve team conflicts? 5. Does your manager give you appropriate autonomy?

Tips for Using These Questions

Don't Ask All 50 - Choose 10-15 most relevant

Mix Question Types - Combine rating scales with open-ended

Customize for Context - Adapt based on tenure and role

Rotate Questions - Don't ask the same ones every cycle