Performance Review Questions: 30+ of the Best Questions to Ask

Only 26% of organizations say their managers are highly effective at enabling team performance, according to Deloitte’s 2025 Global Human Capital Trends survey. Even more telling from the report, managers spend just 13% of their time developing people—a glaring gap that limits growth and engagement across a business.

Effective performance reviews are the backbone of an employee’s growth and development as they help align hires with organizational goals. Without them, you risk disengaged employees, rising turnover and poor talent decisions—something only 32% of executives say they’re currently managing well.

However, for most employees, performance reviews can feel like a stressful ritual of scrutiny that isn't paired with helpful next steps. The problem might not be the concept of performance reviews, but rather the questions being asked during performance reviews. We’ve gathered 50 of the best performance review questions to fuel inspiring and motivating conversations.

What happens during a performance review?

A well-executed performance review goes beyond measuring output, it’s an important moment of coaching that can foster growth and engagement. It allows managers to highlight strengths, address performance gaps, and co-create actionable development plans with their team members.

These sessions are also an ideal forum to recognize high performance through promotions or raises, reinforcing motivation and loyalty. Just as crucially, employees should be encouraged to voice their perspectives and seek clarity on any questions they may have. This two-way exchange transforms the review process into a powerful tool for building trust and continuous improvement.

Where to start when planning effective performance review questions

Performance reviews can be a daunting prospect for both employers and employees. That’s why we’re here to help. We’ve referenced Gallup’s Q12 survey, which combines performance management into 12 core statements.

1. I know what’s expected of me at work
2. I have the materials and equipment I need to do my work right
3. At work, I have the opportunity to do what I do best every day
4. In the last seven days, I’ve received recognition or praise for doing good work
5. My supervisor, or someone at work, seems to care about me as a person
6. There’s someone at work who encourages my development
7. At work, my opinions seem to count
8. The mission or purpose of my company makes me feel my job is important
9. My associates and fellow employees are committed to doing quality work
10. I have a best friend at work
11. In the last six months, someone at work has talked to me about my progress
12. This last year, I’ve had opportunities at work to learn and grow.

Why career development is important for your employees

It’s a no-brainer. If you want your business to grow, then your employees must grow too. Gallup reports that companies investing strategically in employee development see 11% higher profits and double the retention rates.

It’s easy to see why—ambitious employees crave opportunities to grow and improve. Development at work doesn’t just boost skills; it fuels two pillars of employee wellbeing: career and social. When people find purpose and connection in what they do, they perform better and feel more fulfilled in life.

In fact, 90% of millennials say career growth matters most in a job, and “career development” tops the list of reasons people leave their employers. By creating pathways for learning, offering mentorship, and celebrating progress, organizations can attract and retain top talent—all while continuously fostering a culture of curiosity and engagement.

What are the benefits of 360° feedback?

One of the major benefits of 360° feedback is that it provides a balanced, data-informed view of performance by collecting insights from peers, subordinates, and supervisors. It’s one of the most effective ways to strengthen leadership and build a culture of growth.

• Detailed performance view. By combining feedback from multiple sources, 360° feedback gives a more accurate and well-rounded assessment of an employee’s strengths and development areas.

• Enhances self-awareness. Here, employees get to learn how their behavior is perceived by others. This helps them recognize blind spots and align their actions with organizational values.

• Encourages continuous improvement. Regular feedback fosters a mindset of learning and accountability, motivating employees to keep evolving.

• Strengthens communication and trust. Open feedback channels create honest dialogue and better collaboration across teams.

• Supports leadership development. Leaders gain clearer insight into their impact and can refine their approach to inspire and guide others more effectively.

How to prepare for a performance review

A good performance review should feel like a real conversation, not an interrogation. The secret? A little preparation can go a long way. When approached thoughtfully, they can move beyond an evaluation and actually inspire employee performance. Below are essential steps that you can take as a manager looking to conduct a performance review:

• Gather real-world examples. Pull notes from projects, feedback from teammates, or small wins that show progress.
• Give the meeting the space it deserves. Book it early, find a quiet spot, and make sure it won’t be rushed.
• Share the agenda upfront. Let them know what you’ll cover—from goals to growth challenges—so they can come ready to contribute.
• Balance praise with perspective. Be honest about what’s going well and what could improve—but keep the performance review constructive.
• Wrap up with next steps together. End on a positive, practical note. Agree on what success looks like and how you’ll support it.

The 4 best self-evaluation performance review questions for employees

When employees answer self-evaluation questions, they get to tell their own story. Managers then see how that story compares with their own observations, making it easier to spot any gaps or misunderstandings. It’s a great way to spark honest conversations and build mutual understanding.

For example, BambooHR^® Performance Management offers four employee evaluation questions:

• How well does my company recognize my value?
• What would have the greatest impact on my ability to do my best work more often?
• What are some things I do well?
• How could I improve?

Performance Management is designed to move beyond the old way of doing reviews. Gone are the days of long annual reviews filled with awkward performance review questions. Instead, it’s about ongoing meaningful conversations that help people grow, stay connected, and feel supported throughout the year.

When reviews only happen once or twice a year, it’s no wonder employees feel overwhelmed. More frequent reviews keep conversations timely and relevant to daily work. By checking in often, you make feedback feel more natural and more effective for everyone involved.

8 performance feedback questions for a 360° review

Self-assessments are great, but they only tell one side of the story. Including input from an employee’s colleagues provides a more comprehensive view of how they work and collaborate.

From day-to-day interactions to project synergy, these assessments can help offer valuable insights into teamwork. Below are eight meaningful performance review questions to ask colleagues.

1. Describe a meaningful contribution that [Name] has made since the last review window.
2. Which company values have you seen [Name] emulating well in the last few months?
3. What types of projects does [Name] excel at? Please give examples.
4. What impact has [Name] had on the team?
5. In what way(s) did [Name] contribute to the company’s current goal of [insert specific company goal]?
6. What are some positive interactions you’ve noticed between [Name] and others?
7. What are the main strengths of [Name] that should be leveraged going forward?
8. What are some areas of development for [Name]?

Additional ideas for performance review questions

While standard questions can help you track performance over time, you may also need to include customized questions that speak to your specific teams and business challenges.

Here are some additional employee performance review questions you may consider incorporating into your performance reviews.

General performance review questions

1. Are you happy at [company]?
2. Would you recommend working here to your friends?
3. What do you enjoy most about working for [company]?
4. Looking back, how has your manager helped you improve and do your best work? Please share 1–2 examples.
5. In what ways can [Name] help you improve?
6. What training do you feel you need to improve?
7. Do you feel comfortable taking risks and approaching your manager with new ideas? Why or why not?
8. What training do you wish you had/would you like to have?
9. What experience, project, or action are you most proud of since the last review?
10. Which of our company values did you live best in the last few months?
11. How has your manager helped you achieve your goals during the past few months?
12. What do you enjoy most about the work you do?
13. What skill or knowledge do people on your team or at the company rely on you to provide?
14. What would colleagues or clients say about their recent interactions with you?

Goal-oriented manager or employee review questions

1. How have you met corporate goals/values this quarter/year?
2. How well have you achieved your goals this quarter/year?
3. How do I show that I am solution-oriented and responsive in my role? / How does [Name] demonstrate that they are solution-oriented and responsive?
4. What are your personal development goals (new skills, knowledge, work experience) to help you maximize your performance and potential?
5. What project/goal(s) would you like to focus on in the next quarter/six months/ year?
6. What corporate/personal goals did you accomplish? Which goals fell short?

Future-focused performance review questions for employees or managers

1. What special projects have you worked on this past quarter/year?
2. What do you hope to be doing within the company one year from now? What about five years from now?
3. What do you want your next position to be at this company?
4. Going forward, what do you need from your manager to better support you in your role?
5. What do you need to better support [Name] in doing their best work and/or achieving growth?
6. What are your top three priorities for the next six to 12 months?

Reap the benefits of better performance reviews

Not only are well-planned performance reviews with insightful questions helpful for your employees as they receive feedback and development recommendations, but they can help your business. Improve the potential success of your company by prioritizing team development and having productive discussions during performance reviews.