Performance Review Question Bank

performance review question bank use these proven questions as a starting point for building your performance review forms in charthop customize them to align with your company values, competencies, and performance framework self review questions reflection & self assessment open ended questions (long text) what are your most significant accomplishments this review period? please provide specific examples what challenges did you face, and how did you address them? what are 2 3 areas you'd like to develop or improve? what support or resources would help you be more successful in your role? what aspects of your role energize you most? what aspects of your role do you find challenging or frustrating? how have you demonstrated our company values this period? please provide specific examples looking ahead 3 5 years, what does career success look like for you? rating questions (numeric scale or single select) overall, how would you rate your performance this period? (1 5 scale does not meet expectations to exceeds expectations) how effectively did you demonstrate \[company value]? (1 5 scale for each value) rate your performance in the following areas technical knowledge & expertise problem solving & critical thinking autonomy & ownership collaboration & communication impact & results delivery leadership & influence (for senior roles) multiple choice questions which company values do you feel you most strongly embodied this period? (multi select) what type of development would be most valuable to you? (options technical skills, leadership development, cross functional exposure, mentorship, etc ) manager review (downward review) questions performance evaluation open ended questions (long text) what are this employee's most significant accomplishments this review period? please provide specific examples what are 2 3 areas where this employee can develop or improve? be specific and actionable how has this employee grown or developed since the last review period? what support, resources, or development opportunities would help this employee be more successful? what are this employee's greatest strengths? how does this employee demonstrate our company values? please provide specific examples is this employee ready for promotion or increased responsibilities? why or why not? what are this employee's career goals, and how can we support their growth? rating questions (numeric scale or single select) overall, how would you rate this employee's performance? (1 5 scale does not meet expectations to exceeds expectations) rate this employee's performance in the following areas technical knowledge & expertise quality of work & attention to detail problem solving & critical thinking autonomy & ownership collaboration & communication impact & results delivery adaptability & learning agility leadership & influence (for senior roles) people management & team development (for managers) multiple choice questions which company values does this employee most strongly embody? (multi select) what is this employee's promotion readiness? (options ready now, ready within 6 months, ready within 1 year, not ready needs development, not interested in promotion) what is this employee's flight risk? (options low, medium, high) performance trend (options improving, consistent, declining) peer review questions collaboration & impact assessment open ended questions (long text) what are this colleague's greatest strengths? please provide specific examples what is one area where this colleague could improve or develop further? describe a specific situation where this colleague contributed positively to a project or team goal what should this colleague start doing to be more effective in their role? what should this colleague continue doing to be effective in their role? what should this colleague stop doing to be more effective in their role? how does this colleague demonstrate our company values in their daily work? what makes this colleague an effective collaborator? context questions (short text or single select) which projects or initiatives have you collaborated with this colleague on? (short text) how frequently do you work with this colleague? (options daily, weekly, monthly, occasionally, rarely) in what capacity do you work with this colleague? (options on the same team, cross functional projects, company wide initiatives, indirectly, etc ) rating questions (numeric scale or single select) how would you rate your collaboration with this colleague? (1 5 scale unsuccessful to highly successful) rate this colleague's effectiveness in the following areas communication & transparency collaboration & teamwork reliability & follow through quality of work problem solving & innovation responsiveness & availability knowledge sharing & support multiple choice questions which company values does this colleague most strongly demonstrate? (multi select) peer selection questions for the peer selection form select 3 5 colleagues who can provide meaningful feedback on your work this review period (person value field with min/max limits) please select peers who (add this as guidance text) you've worked closely with this review period can speak to your contributions and collaboration represent different perspectives (cross functional partners, project teammates, etc ) upward review questions manager effectiveness assessment open ended questions (long text) what does your manager do particularly well? please provide specific examples what is one area where your manager could improve or develop further? what should your manager start doing to be more effective? what should your manager continue doing as a manager? what should your manager stop doing to be more effective? how does your manager support your professional development and career growth? how could your manager better support you or the team? please share any additional feedback for your manager rating questions (numeric scale or single select) overall, how effective is your manager? (1 5 scale not effective to very effective) rate your manager's effectiveness in the following areas day to day operations & execution strategic thinking & alignment to company goals communication & transparency providing feedback & coaching supporting professional development team building & morale decision making advocacy & support for team members creating psychological safety fostering inclusion & belonging agreement scale questions (yes/no/sometimes or strongly disagree to strongly agree) my manager communicates clear expectations and goals my manager provides regular, actionable feedback on my performance my manager provides the right level of autonomy and support my manager cares about my wellbeing and career development my manager advocates for me and the team my manager makes fair and thoughtful decisions my manager creates a positive and inclusive team environment my manager creates psychological safety where i feel comfortable sharing ideas and concerns my manager leads by example and demonstrates our company values i would recommend my manager to others goal setting & future planning questions for any review type what are your top 3 priorities or goals for the next review period? (long text) what skills or competencies do you want to develop? (long text or multi select) what type of projects or responsibilities interest you for future growth? (long text) what resources or support would help you achieve your goals? (long text) question design best practices writing effective questions do ask for specific examples and behaviors use clear, simple language focus on observable actions and outcomes ask open ended questions that encourage thoughtful responses align questions to your company values and competencies include both strengths and development areas make questions actionable (feedback should lead to growth) don't ask leading questions that suggest a "right" answer use vague or ambiguous language ask questions that can be answered with yes/no when you want details create questions that are too similar to each other ask for opinions on things outside the respondent's knowledge make questions overly complex or multi part balancing question types long text questions best for detailed feedback, examples, suggestions limit to 3 5 per form to avoid survey fatigue use when you need qualitative insights and specific examples rating scale questions best for quantifiable performance metrics, trending over time use consistent scales (e g , always use 1 5, not mixing 1 3 and 1 5) provide clear definitions label what each number means multiple choice questions best for categorization, values alignment, standardized options ensure options are mutually exclusive and comprehensive use when you want structured, comparable data recommended form length self review 5 8 questions (mix of ratings and open ended) manager review 6 10 questions (more detailed assessment) peer review 4 6 questions (focused on collaboration) upward review 5 8 questions (focused on leadership effectiveness) remember quality over quantity fewer, well crafted questions yield better feedback than lengthy forms that create survey fatigue customization tips align to your framework if your organization uses a specific performance framework, map questions to it competency based create rating questions for each competency okr based ask about goal achievement and outcomes values based include questions about demonstrating each value level based adjust question difficulty based on seniority include your company values replace generic questions with value specific ones generic "what did this person do well?" value specific "how did this person demonstrate \[innovation/collaboration/ownership]?" scale appropriately adjust question complexity based on entry level roles focus on learning, execution, collaboration mid level roles add autonomy, problem solving, influence senior roles emphasize strategic thinking, leadership, impact manager roles include people development, team effectiveness need help? contact your customer success manager for reviewing your custom questions before launch mapping questions to custom fields creating conditional logic for role specific questions analyzing response patterns and data quality best practices for your industry or company size project kb sonnet 4 5