There’s two ways to frame performance review questions:
Most review questions feature a Likert Scale that measures the attitudes and behaviors using answer choices that range from one extreme to another. Unlike a simple yes / no question, a Likert scale allows you to uncover degrees of opinion.
While it may sound counterintuitive, it’s totally okay to have two different objectives and review styles in your review. For some review periods (i.e. annual reviews), you may want to gather information that will both help the employee (development) and the company (evaluation), and that’s fine! As long as you’re thinking critically about the structure of the review and know what information you want to gather ahead of time, you’re on the right track.