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INTRO: One of the major components of performance reviews is the questions asked. These questions hold the power to facilitate valuable conversations and draw out insightful information. Default questions serve as the compass of a performance review. They guide the conversation, ensuring that critical aspects relating to the employee's performance are addressed.

Use the questions below to get a 360-degree view. This means including assessment from multiple perspectives, such as managers, peers, and the employees themselves. Here are the default questions we use to be considered for each of these groups.

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MANAGERSELFPEERUPWARDS
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PotentialPerformancePerformance
Support for Current Role
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How would you rate {employee name}'s potential for future growth within the company?
What's your perception of your overall performance?
What's your perception of {employee name}'s performance?
How well are you supported by your manager in your current role?
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0-10N/A

Employee is new or in this position less than 90 days. Too soon to determine scalability.		0-20I believe my performance has a minimal positive impact on the business, often falling short of expectations.0-20Minimal Impact

The employee's performance has had a minimal positive impact on the business, often falling short of expectations.		0-20I have limited interaction with my manager.
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11-25Limited

This employee is not keeping pace with demancs for their current position, orwill not be able to continue to scale as role evolves.

Management must work to realign to appropriate role or manage out of the business.		21-40I acknowledge that my performance provides a limited positive contribution to the business and requires improvement.21-40Limited Contribution

Performance provides a limited positive contribution to the business and requires improvement.		21-40I rarely receive valuable feedback from my manager. I can get help if I request it.
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26-65Develop in Place

This employee is scaling well in their currnet position and can either:



continue to grow in current role
take on a lateral position that will boraden their skill set
Management will continue to coach and develop to increase performance and determine capability of employee to continue to grow and scale with the position.

Promotion not in scope for next 12 months.		41-60I see my performance as meeting requirements and moderately contributing to the business's success.41-60Moderate Impact

The employee's performance meets the basic requirements and moderately contributes to the business's success.		41-60I receive a satisfactory level of feedback on my performance and get adequate support.
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66-90High Potential

This employee is growing and demonstrates knowledge beyond scope of current position.

Can meet requirements to be promoted within 12 months.		61-80I believe my performance consistently meets or slightly exceeds expectations, making a significant positive impact on the business.61-80Significant Contribution

Performance consistently meets or slightly exceeds expectations, making a significant positive impact on the business.		61-80My manager gives me the feedback, support and autonomy I need to do my job. They actively support my growth.
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91-100Highly Promotable

Consistently achieves significant results and are ready if appropriate opportunity becomes available.		81-100I view my performance as exceptional, consistently exceeding expectations and having an outstanding impact on the business.81-100Exceptional Impact

The employee's performance is exceptional, consistently exceeding expectations and having a transformative, outstanding impact on the business.		81-100My manager actively supports my growth by providing constructive feedback, new challenges, and the right level of support for me to learn.
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Performance
Meets Job Requirements
Display of Values
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What's your perception of {employee name}'s performance?
How would you rate your ability to meet job requirements?
How would you rate {employee name}'s display of company values?
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0-20Minimal Impact

The employee's performance has had a minimal positive impact on the business, often falling short of expectations.		0-20I struggle to meet job requirements.
0-20Rarely lives up to our values at work.
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21-40Limited Contribution

Performance provides a limited positive contribution to the business and requires improvement.		21-40I sometimes achieve job requirements but require support and additional training.21-40Sometime lives up to our values at work.
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41-60Moderate Impact

The employee's performance meets the basic requirements and moderately contributes to the business's success.		41-60I mostly achieve job requirements but occasionally require guidance or improvement in certain areas.41-60Mostly lives up to the core values at work.
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61-80Significant Contribution

Performance consistently meets or slightly exceeds expectations, making a significant positive impact on the business.		61-80I mostly exceed job requirements, demonstrating a high level of competence and contribution.61-80Lives up to the organization's core values at work.
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81-100Exceptional Impact

The employee's performance is exceptional, consistently exceeding expectations and having a transformative, outstanding impact on the business.		81-100I exceed job requirements and set the standard for my role.81-99A know example of living up to our corevalues at work.
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99-100A leading examplge of living the organizational values at work.
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Job Offer Reaction
Engagement
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If {employee name} got a job offer somewhere else, what would you do?
How engaged do you feel at work?
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0-20Be grateful, it wastn't working.0-20Disengaged with the work. I'm not happy at all.
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21-40Wouldn't mind much. We'd be ok.21-40Not very engaged. I'm not happy with my work.
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41-60I would be sad to see them go. They've done great work.41-60Somewhat engaged. I'm mostly happy with my work.
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61-80Try to keep them. They're a great asset on the team.61-80Engaged. I'm happy with my work.
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81-99Do what I could to keep them. We'd have some gaps to fill.81-99Very engaged, comparable to our top performers.
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99-100Do everything I coud to keep them. We'd be in big trouble.99-100The most engaged on my teams.
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Meets Job Requirements
Display of Values
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How would you rate {employe name}'s ability to meet job requirements?
How would you rate your display of company values?
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0-20Unsatisfactory

The employee's performance consistently falls short of job requirements, impacting overall productivity.
0-10I never live up to our values at work.
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21-40Needs Improvement

The employee struggles to consistently meet job requirements and requires additional support and development.		11-40I rarely live up to our values at work.
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41-60Satisfactory

The employee generally meets job requirements but may occasionally require guidance or improvement in certain areas.		41-60I sometimes live up to our values at work.
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61-80Exceeds Expectations

The employee consistently exceeds job requirements, demonstrating a high level of competence and contribution.		61-80I mostly live up to our values at work.
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81-100Outstanding

The employee's ability to meet job requirements is exceptional, setting a benchmark for excellence in their role.		81-99I am a known example of living up to our organization's values at work.
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99-100I am a leading example of living up to all of our values at work.
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Engagement
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How engage do you feel {employee name} is at work?
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0-20Disengaged or not the best attitude, often unresponsive during work hours.
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21-40Unsure. Satisfactory attitude and occasionally unresponsive during work hours.
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41-60Participates well with team. Mostly good attitude and responsiveness during work hours.
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61-80Engaged with team and company. Good attitude and responsiveness during work hours.
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81-99Very engaged with their teams and others. Great attitude and responsiveness during working hours.
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99-100The most engaged on their team. Excellent attitude and very responsive.
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Display of Values
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How would you rate {employee name}'s display of company values?
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0-20Rarely lives up to our values at work.
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21-40Sometime lives up to our values at work.
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41-60Mostly lives up to the core values at work.
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61-80Lives up to the organization's core values at work.
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81-99A know example of living up to our corevalues at work.
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99-100A leading examplge of living the organizational values at work.
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