Whether you’re running formal annual reviews or more casual mid-year check-ins, the real value of a performance review comes down to the conversation.
But knowing what to ask, and how to ask it, isn’t always easy.
To help you keep things focused and productive (without feeling like a scripted interrogation), we’ve pulled together a list of questions managers can ask during performance reviews. These are designed to spark meaningful conversations, surface challenges early, and help your team feel supported – not scrutinized.
Before You Start: Keep It Simple
Performance reviews don’t need to be overly formal. They don’t even need to take more than an hour. But they do need to feel intentional.
Having a few thoughtful questions up your sleeve can help guide the conversation and make sure it’s useful for everyone involved.
(If you want a ready-to-go template, grab our free performance review template – designed for busy managers in growing teams.)
Performance Review Questions Managers Should Ask
We’ve broken these into five categories , feel free to pick and choose based on what works for your team and your style of reviews.
Progress and Performance
These questions help you understand how your team member views their own work and give them a chance to reflect on what’s gone well (or not so well) recently.
- How do you feel your work has been going over the past few months?
- Which accomplishments are you most proud of?
- Have you met the goals we set earlier this year? Why or why not?
- What tasks or projects have felt the most meaningful to you?
- Are there any challenges or blockers you’ve faced recently?
- Where do you think you’ve improved the most?
- What feedback have you received from others and how did you respond to it?
Goals and Development
This part is about growth, not just in the role, but in their overall career. It’s a good time to check if their goals still align with what’s needed, and if there are ways you can support their development.
- What skills would you like to develop or strengthen?
- Are there any areas you’d like more training or support in?
- Is there a new responsibility you’d like to take on?
- Are there any stretch goals or projects you’d be interested in?
- What does success look like for you in the next 6 months?
Engagement and Motivation
Performance reviews aren’t just about what someone has done, they’re a great opportunity to explore how they’re feeling at work.
- What motivates you most in your role right now?
- Is anything making it harder for you to stay engaged or productive?
- Do you feel your work is recognized and valued?
- Are you feeling supported by the team and leadership?
- How would you describe your overall job satisfaction right now?
Team and Culture
Especially in remote or global teams, it’s worth taking a moment to check in on team dynamics and day-to-day collaboration.
- How are your relationships with teammates and colleagues?
- Is there anything we could do to improve collaboration?
- What’s one thing that would make our team more effective?
- Is there anything you’d change about how we work together?
A Quick Note for Remote or Hybrid Teams
Performance reviews can be even more important when you’re not working side-by-side every day. For remote or hybrid team members, it’s worth asking a few extra questions to check how well your support, communication, and tools are working from a distance.
Here are a few prompts to add in:
- Do you feel included and informed even when working remotely?
- Are the tools we’re using helping or hindering your work?
- Is communication working well across time zones or locations?
- Are there any moments where you’ve felt disconnected from the team?
- What would help you feel more supported or connected day to day?
Small tweaks in how you structure support for remote employees can have a big impact, and these review conversations are the perfect time to explore that.
Wrap-Up and Looking Ahead
Always close with a look toward the future and make sure your team member knows you’re there to support them.
- What are your top priorities for the next few months?
- How can I support you better in your role?
- Is there anything else you’d like to talk about that we haven’t covered?
Make Reviews Easier for Everyone
At HR Partner, we know that for many small and mid-sized businesses, performance reviews can feel a bit… overwhelming. But they don’t have to be.
With HR Partner’s performance review tools, you can:
- Create and assign review templates
- Collect feedback
- Set reminders and due dates
- Track goals and follow-up items
- And keep everything organized in one place
So reviews become something you look forward to, not something you scramble to pull together.
Try HR Partner free for 14 days and see how simple it can be to run reviews that actually make a difference.
Or book a personalized demo and let our customer success specialists show you around.