--- title: Performance Review Question Bank slug: performance-review-question-bank docTags: createdAt: 2025-10-15T15:39:05.258Z --- # 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