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HR’s Guide to Performance Review Questions

HR’s Guide to Performance Review Questions

How you structure performance review questions will have a significant impact on your next review cycle and the data you collect.

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Brief Development Focused Reviews

Designed to give employees feedback so they can continually get better throughout the year.

Quarterly

A quick way to provide feedback on your co-workers every few months.

  1. What are this person’s strengths?
  2. What’s something this person could improve on?

Lookback Outlook

Great for an end of year review.

  1. What did this person do well this year?
  2. What should this person do differently next year?
  3. What are your goals for the coming year?

Stop Start Continue

An easy framework for employees to provide simple feedback. Perfect for companies that hold performance reviews more frequently.

  1. What’s one thing this person should stop doing?
  2. What’s one thing this person should start doing?
  3. What’s one thing this person should continue doing?

Performance Potential Behavior

Simple way to look at the three critical dimensions of performance.

  1. To what degree did this person meet your expectations for their performance. Did they accomplish their goals?
  2. In what areas do you see the most potential for this person? How do you hope to see this person grow over the next 3-6 months?
  3. To what extent does this person embody our company values? Be as specific as you can.

Comprehensive Reviews: Self and Peer

Designed to evaluate performance and provide developmental feedback.

Self

For an employee to evaluate their own performance.

  1. What accomplishments are you most proud of?
  2. To what extent did you meet your goals for the year?
  3. How well do you prioritize and manage your workload?
  4. How well do you listen to and communicate with others?
  5. What do you think you should do differently next year?
  6. Provide an example of one company value you brought to life and how

Peer

For employees to evaluate their colleague’s performance

  1. Does this employee effectively communicate with others?
  2. How effective of a leader is this person, either through direct management or influence?
  3. Does this person own the solution to problems? Are they proactive or reactive?
  4. How would you rate the quality of the employee’s work?
  5. How well does this person set and meet deadlines? How reasonable are their time estimates?
  6. How does this person stand up against the pillars of culture? What have been their successes? What are their challenges?
  7. If you could give this person one piece of constructive advice to make them more effective in their role, what would you say?

Comprehensive Reviews: Managers and Direct Reports

Designed to evaluate performance and provide developmental feedback.

Direct Report

For a manager to evaluate their direct report’s performance.

  1. What’s an area where you’ve seen this person excel?
  2. What’s an area you’d like to see this person improve?
  3. To what extent did this person meet their goals?
  4. How well does this person prioritize and manage their workload?
  5. How well does this person communicate with others?
  6. Provide an example of one company value this person brought to life

Manager

For an employee to evaluate their manager’s performance.

  1. Is your manager action-oriented? How well do they drive results? 2. Does your manager make your work better?
  2. Does your manager hold you and your peers accountable for producing quality work on time?
  3. How well does your manager support your professional and personal growth?
  4. Does your manager accept feedback? Does your manager communicate well?

Google's Manager Review

The survey itself is short. It's roughly a dozen statements with a Likert scale measuring if Googlers agree or disagree with the statements. Each statement is based on one of the eight behaviors of successful managers at Google.

  1. My manager gives me actionable feedback that helps me improve my performance.
  2. My manager does not "micromanage" (i.e., get involved in details that should be handled at other levels).
  3. My manager shows consideration for me as a person.
  4. The actions of my manager show that he/she values the perspective I bring to the team, even if it is different from his/her own.
  5. My manager keeps the team focused on our priority results/deliverables.
  6. My manager regularly shares relevant information from his/her manager and senior leaders.
  7. My manager has had a meaningful discussion with me about career development in the past six months.
  8. My manager communicates clear goals for our team.
  9. My manager has the technical expertise (e.g., coding in Tech, selling in Global Business, accounting in Finance) required to effectively manage me.
  10. I would recommend my manager to other Googlers.
  11. I am satisfied with my manager’s overall performance as a manager.
  12. I am satisfied with my manager’s overall performance as a manager.

The Manager Feedback Survey also asks for confidential comments from Googlers:

  1. What would you recommend your manager keep doing?
  2. What would you have your manager change?

Deloitte's Employee Review

At the end of every project, or once a quarter if employees have long-term assignments, managers ask four questions that are rated on a five-point scale, from "strongly agree" to "strongly disagree;" the second two have yes or no options:

  1. Given what I know of this person’s performance, and if it were my money, I would award this person the highest possible compensation increase and bonus.
  2. Given what I know of this person’s performance, I would always want him or her on my team.
  3. This person is at risk for low performance.
  4. This person is ready for promotion today.