During performance reviews, you want the employee to be an active participant in the discussion. This is particularly important if an employee is performing unsatisfactorily and needs to make improvements.
In some instances, you might only need to ask one or two questions to get sufficient answers or to get the employee to elaborate fully. However, in other instances, you might need to ask several questions, in several different ways, to create a meaningful discussion and identify improvement areas.
Below are several questions you can use in two performance-improvement situations. You can ask one group of questions when you want to know more about reasons for the unsatisfactory performance. You can ask the other group of questions when you want to help the employee identify ways to improve unsatisfactory performance.
Group 1 Questions: Employee failed to meet goals and you want to clarify reasons for the performance.
1. What happened with this situation?
2. What should have happened with this situation?
3. What specific details were omitted or overlooked?
4. What specific processes or procedures were not followed?
5. What were some specific causes for the delay?
6. What were some specific reasons for the decrease?
7. Explain why that situation was not resolved?
8. Explain how this problem occurred?
Group 2 Questions: Employee failed to meet goals and you want to help the employee identify ways to improve performance.
1. What changes could you make over the next few weeks?
2. What changes could you make before the next review period?
3. What ideas do you have for improving in this area?
4. How could you make improvements?
5. How could you achieve more positive results?
6. What improvements do you think would make a difference in your performance?
7. What changes do you think would make a difference in your performance?
8. Give me some examples of what you might do to make immediate improvements.
9. Give me some examples of what you might do to make improvements over the next few weeks.
10. Tell me the ideas you have for making things better?
11. Tell me some ways you could make improvements?
Dialogue Is Important
If performance is unsatisfactory, you and the employee want to be on the same page when discussing reasons for the performance and ways to make improvements. And while there is no fool proof way to guarantee this, getting the employee engaged in a dialogue is a step in the right direction. Use the questions in this article to start and maintain this type of discussion during performance reviews.
In some instances, you might only need to ask one or two questions to get sufficient answers or to get the employee to elaborate fully. However, in other instances, you might need to ask several questions, in several different ways, to create a meaningful discussion and identify improvement areas.
Below are several questions you can use in two performance-improvement situations. You can ask one group of questions when you want to know more about reasons for the unsatisfactory performance. You can ask the other group of questions when you want to help the employee identify ways to improve unsatisfactory performance.
Group 1 Questions: Employee failed to meet goals and you want to clarify reasons for the performance.
1. What happened with this situation?
2. What should have happened with this situation?
3. What specific details were omitted or overlooked?
4. What specific processes or procedures were not followed?
5. What were some specific causes for the delay?
6. What were some specific reasons for the decrease?
7. Explain why that situation was not resolved?
8. Explain how this problem occurred?
Group 2 Questions: Employee failed to meet goals and you want to help the employee identify ways to improve performance.
1. What changes could you make over the next few weeks?
2. What changes could you make before the next review period?
3. What ideas do you have for improving in this area?
4. How could you make improvements?
5. How could you achieve more positive results?
6. What improvements do you think would make a difference in your performance?
7. What changes do you think would make a difference in your performance?
8. Give me some examples of what you might do to make immediate improvements.
9. Give me some examples of what you might do to make improvements over the next few weeks.
10. Tell me the ideas you have for making things better?
11. Tell me some ways you could make improvements?
Dialogue Is Important
If performance is unsatisfactory, you and the employee want to be on the same page when discussing reasons for the performance and ways to make improvements. And while there is no fool proof way to guarantee this, getting the employee engaged in a dialogue is a step in the right direction. Use the questions in this article to start and maintain this type of discussion during performance reviews.
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