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This last year, I have had opportunities at work to learn and grow.

In the last six months, someone at work has talked to me about my progress.

My associates or fellow employees are committed to doing quality work.

The mission or purpose of my company makes me feel my job is important.

There is someone at work who encourages my development.

My supervisor, or someone at work, seems to care about me as a person.

In the last seven days, I have received recognition or praise for doing good work.

At work, I have the opportunity to do what I do best every day.

I have the materials and equipment I need to do my work right.

You may recognize these affirming statements from the well-known business advice book, First, Break All the Rules: The 12 Elements of Employee Engagement One of the ways we determine what makes for a good performance review question is by comparing it to Gallup’s 12 elements of employee engagement, or Q12. Some of what you’ll see in the list are actual questions BambooHR has asked our own employees! We approached creating our list of additional questions in the same way we developed the original questions above: by consulting a number of sources, including our friends at Deloitte and Gallup, and carefully wording the questions to minimize subjective or vague replies.

What Kind of Review Questions Should I Ask? Making them easier and more frequent takes some of the weight off the experience, which allows employees and managers to communicate more openly.īut, while we believe in keeping reviews shorter (and thus we encourage using just the four provided questions to start), we know they aren’t always enough-even here at BambooHR.

#MULTIPLE VLC PLAYERS SOFTWARE#

The theory that underpins our Performance Management software is that reviews have a bigger impact when they’re relevant to what’s going on in employees’ daily work. As for doing them only once or twice a year, well…we can’t remember what we had for lunch yesterday, so it’s hard to recall what we were working on six months ago. In our opinion, dreading a review cycle serves nobody’s interests and makes it more likely that they’ll be put off or rushed through when they do happen. We created Performance Management to change the face of traditional performance reviews-long, annual or semi-annual sessions with lots of tough questions.

That puts us in a bit of a bind: wanting to help, but going against our own advice. Should We Ask More Questions in Reviews?Ĭustomers frequently ask us for ideas about what kind of questions would be good to ask in those “custom questions” fields.

That’s why we’ve created a list of additional questions for performance reviews. However, even if you’re familiar with Performance Management as an employee or manager, you might not know that Performance Management allows administrators to add up to three custom questions in addition to those four already provided. Managers receive the same questions, phrased to evaluate the employee. What are some things I do well? (Open-ended).What would have the greatest impact on my ability to do my best work more often? (Multiple choice).How well does my company recognize my value? (Scored multiple choice).Here are the four questions employees see when performing their self-assessments: If you’re familiar with the BambooHR® Performance Management add-on, you know it comes with four built-in questions carefully designed to minimize subjectivity when analyzing responses and to provide actionable items for recognition and growth.