8 Performance Review Questions (Plus Sample Answers)
By Indeed Editorial Team
Updated 17 September 2022 | Published 15 November 2021
Updated 17 September 2022
Published 15 November 2021
The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.
A performance review can give both you and your employer a clear idea of how you've performed over the course of your tenure with the company. Performance review questions explore many aspects of your performance, including work quality, consistency and your career goals. Understanding the kinds of questions you might answer in a performance review can help you prepare better answers and set clearer goals for your next review. In this article, we explore eight performance review questions and their sample answers.
8 performance review questions and answers
Here are several examples of common performance review questions with answers so you can plan better responses during your next review:
1. How would you rate your performance this review cycle?
Employers ask this question to explore an employee's self-awareness and confidence. This question can also help managers determine whether their analysis of your performance aligns with yours. Typically, employers set performance goals or use a performance measurement system, such as numbers or symbols like stars. Answer honestly and prepare yourself to expand on why you think you performed a certain way during the review cycle and how you hope to improve next time.
Example: 'I rate myself as a six out of 10 this review cycle because I missed a few deadlines in October. Unfortunately, I had some personal troubles that prevented me from coming to work for several days and caused me to miss deadlines. The company was patient and flexible, but I'm ultimately responsible for those deadlines. I hope to learn to better manage personal affairs to prevent interference next time.'
2. Which goals do you feel you achieved during this review cycle?
Employers ask about your goals to determine whether you're setting personal benchmarks to measure your progression and increase your skills. Consider any goals you set during the previous review cycles and which ones you accomplished. Be prepared to provide details about the context of each goal, how you think you achieved it and why you set that particular goal. Employers might also ask how you think reaching a particular goal helped you in your current role.
Example: 'During this review cycle, I successfully reached my goal of increasing my call volume from 150 calls per day to 200 calls per day. I determined that increasing my call volume by 25% allows me to maximise my eight-hour shift and accounts for around a 15% increase in sales. I set this goal to increase both my sales skills and my discipline and enjoyed the commission bonuses I received from the company.'
3. What do you consider your greatest motivation to perform well?
This question allows an employer to explore both your personal motivations and your viewpoint regarding your job and career motivations. Employers seek to understand what motivates their employees so they can help appeal to them more effectively and inspire excitement and passion about their jobs. Learning personal motivations can also create trust between employers and staff because it can help professionals feel more valued.
Example: 'My greatest motivation is my passion for my job. I love helping other people. I work for a company that commits itself and its resources to legitimate social change, and I'm proud to be a part of it. Sometimes, I feel like I'm not even working! That's enough motivation for me, even without the competitive salary and benefits the company offers.'
4. Can you tell me about some goals you have for the next review cycle?
Employers typically ask employees about their goals to help establish a benchmark for future performance. If you perform well during a review cycle, your manager might expect you to set more challenging goals for the next cycle to ensure you keep progressing. Consider the goals you already accomplished and how you can expand on them or create new, more challenging goals for your performance. You can think about these goals before your review meeting and write them down if necessary.
Example: 'I set two goals for myself for the upcoming review cycle. The first goal is to communicate better with my team and supervisors. When I become stressed, I don't communicate well, so I'm focusing on more stress management techniques to help calm myself and achieve better communication. My secondary goal is to develop my coding skills. I want to learn at least one more programming language before the next review cycle.'
5. Are you currently working towards any advancement opportunities with the company?
Employers typically ask about your aspirations for advancement with the company, so they know whether you want to stay with the company or find employment elsewhere. Many companies hire their senior staff, including managers and executives, internally. If your employer knows you want to become a manager or executive leader in the company, they can help you set specific goals and establish a path for you to follow to reach those goals. Describe your goals for advancement and how you might reach them.
Example: 'I am hoping to achieve the status of a team leader within the next year. I have significant experience in leading projects and establishing quality standards. I also know how to use our reporting software and often speak directly with clients. I'm currently working on my leadership skills by observing my team lead and working with the floor supervisor to establish the skills I need to be a company leader. I plan to work extra shifts to learn more about the role and the best way to excel in leadership here.'
6. Do you have any feedback for your supervisors or for me?
Employee feedback can be an important part of a company's growth because it helps the business leaders learn more about their strengths and shortcomings from the employee perspective. Your employer might ask for feedback about the company, your direct supervisor or the person interviewing you. Consider how to answer honestly without sounding harsh or disrespectful. If you have negative feedback, try wording it around some positive aspects followed by the negative feedback and any suggestions you have.
Example: 'My supervisor, Kent, is a reliable and courteous person who always ensures the team has what it needs to succeed. I always appreciate his honesty and commitment to each of us. I do think Kent could display a bit more restraint with his temper, as he sometimes becomes very irritated and raises his voice. Overall, I think the company shows a great commitment to professional development and comfort, so I'm happy with my position and the leadership.'
7. What skills do you think make you a valuable employee?
Employers may ask about what specific skills you feel make you valuable to the business. This helps them explore your strengths as an employee. Consider the skills you have that separate you from other people in a positive way. Think about what you're the best at and how you apply those skills every day in your work.
Example: 'I think my greatest skills are patience, determination and creativity in digital design. I believe my consistent commitment to professional development in my craft has helped me achieve a level of creativity in digital design I never anticipated. I plan to continue reinforcing this skill and focus on remaining patient and determined in my work.'
8. Which part of your job do you enjoy the most?
Employers may ask this question to explore your passions and interests in the position and what appeals to you as an employee. You might enjoy your job, and describing the most appealing aspects of the position can help your employer build more effective job descriptions for future hires. Consider what you like the most, whether it's your salary, your duties or being a part of a company that you love.
Example: The thing I enjoy the most about my job is working with supportive, creative people. I truly enjoy the team-oriented work culture and commitment to team building at this company. I've never experienced such cohesive teamwork and collaboration, and I think working with so many people from different backgrounds has truly expanded my view of the world and how teams should operate.
Why do employers ask performance review questions?
Employers ask performance review questions to explore your abilities, goals and provoke self-assessments to help you perform at a higher level in your job. Employers design these questions around specifics of your performance, such as any goals you achieved, any goals you hope to achieve, what you think you can do better and what skills you think you've mastered. Performance review questions help create a more balanced and complete profile of who you are as an employee.
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