Six Questions We Should Ask in Performance Review Meetings

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Not every team member will be interested in fostering collaboration with others, being innovative or show a willingness to learn and be challenged, but managers should still encourage the development of these characteristics within performance review conversations. Strengthening these personal characteristics will reduce workplace conflict, increase team harmony and improve productivity.

Besides enquiring about work tasks and flow, efficiencies, deadlines and goals, these six questions will open up conversation, give you a new insight into your team members and build better workplace relationships.
Besides enquiring about work tasks and flow, efficiencies, deadlines and goals, these six questions will open up conversation, give you a new insight into your team members and build better workplace relationships.

1. What would you like to achieve within your time here?

2. How can we work together to support you and help you reach these goals, so that both you and the company benefit?

3. What are the main difficulties you are experiencing in your current role that I might be able to help you overcome?

4. Tell me about your work/life balance.

5. If there was one thing the business could change that would help you work in a way that suits you, what would it be?

6. What is the one thing you would change about this company if you could, and why?

These questions clearly convey to the staff member that the manager is interested in them and their development. Workplace harmony starts with building better relationships – the foundation of which is improved levels of communication and trust.

*Note 5 of these questions come from Kronos managing director Peter Harte in his interview with HR Daily.

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About the Author

Catherine Gillespie brings a wealth of skill to her clients. With particular expertise in teaching communication and workplace conflict resolution skills, Catherine has made a marked difference to the organisations she has worked with. She empowers teams and managers to adopt constructive styles that support harmony, productivity and progress in the workplace.