What Kind Of Questions Should Your Performance Review Contain?

by Srikant Chellappa Apr 25,2016

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

Performance reviews are vital for any individual who wants to develop their career. Employers find it crucial because it allows them to know where their employees stand in the big picture and helps them understand the areas where the employees need to work on.

It is important to set an objective before conducting a performance review. Performance reviews require a lot of groundwork and can be confusing sometimes. So here are some important things to keep in mind when you prepare a performance review questionnaire.

  1. Simple Language

The questionnaire should be designed using clear language. Do not scare your employees off with highly advanced language. Keep it simple; use the language that everyone understands and cut down the organizational acronyms.

  1. Balanced Approach

It is important to use a balanced approach when designing a questionnaire. Use a mix of closed and open questions. You might feel it easier to add closed questions with multiple choices but open-ended questions help you get more valuable answers from your employees.

Also Read: 10 One-On-One Meeting Questions You Should Ask Your Team
  1. Keep It Short

The length of a performance review questionnaire is an important factor. According to SurveyMonkey – “The more questions you ask, the less time your respondents spend, on average, answering each question.”

We all know that the quality of answers will be compromised if the questionnaire is really long and requires lot of time to fill in. So keep it short!

  1. No Leading Words

When you are preparing a performance review questionnaire, it is important to mask any biases that you might have. Asking questions with leading words leads employees toward a certain answer. Keep your questions simple and neutral.

Also Read: Getting 360 Degree Reviews Right
  1. Keep Calm And Stay Focused

Performance reviews are sometimes overwhelming and can lead to distractions. It is important to stick to the main objective of the performance review. So only ask questions based on the employee performance and do not make it a ‘Get To Know Your Employee Better’ survey.

Interested in knowing how Engagedly can help you with designing a performance review questionnaire? Request a demo to find out!

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Srikant Chellappa
CEO & Co-Founder of Engagedly

Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast. He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2024.

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