Questions to Ask to Set Up Automated Performance Review Management

Time is money. Business owners and entrepreneurs wouldn’t want to invest much of their manhours in performance management. However, according to a report on Gartner, managers spend around 210 hours a year working on performance management, while employees spend 40. That’s why Clear Company reports that only 3% of organizations say that their performance is in the best shape, while 48% state that they need to improve on this front.

The importance of automation with performance management software comes into play here. Performance management over a comprehensive tool is a platform that helps in enhancing employee quality and engagement. In addition, many such performance management tools offer options for managers to set up questionnaires for surveys, performance reviews, and feedback.

Let’s move forward with the most effective performance review questions for self-assessment through performance management software.

Performance Review Questions for Employees

These employee performance review questions are a part of the self-assessment during the entire review process.

1. Has your manager been instrumental in helping you achieve your goals in the last few months?
2. Since the last review, what project and experience have you been most proud of?
3. What do you enjoy the most about the work in the organization?
4. What are the corporate and personal goals you accomplish in this organization? Which goals did you fall short in?  
5. What project and goals will you focus on for the next quarter, half-yearly, or annual tenure?
6. Finally, in the last few months, which of the organization’s core values did you live the best in?

Performance Review Questions for Managers

These performance review questions are directed to the managers about their team members. This helps organizations compare and align the responses from both the employees and managers.

1. How have you impacted the ability of (employee’s name) to grow and succeed in the organization?
2. How has (employee’s name) performed in creating and achieving goals in the past few months?
3. What meaningful contribution has (employee’s name) made over the past few months?  
4. What roles does (employee’s name) play in the team, and what impact have these had on the team?
5. What projects or focuses could benefit from (employee’s name)?
6. What positive interactions have (employee’s name) had with others, within the team, or the management?

Why Should You Use Performance Management Software?

• Continuous Feedback

  These performance review questions are directed to the managers about their team members. This helps organizations compare and align the responses from both the employees and managers.

  Moreover, performance or team management software improves your workforce collaboration and builds higher job satisfaction for the employees. However, the positive outcome of this feedback process depends on how the employees perceive them. So, organizations must inculcate a positive culture for how feedback is given and taken.

• Autonomy and Self-assessment

  Involving employees in the review process is a great way to make them feel valued. With a performance management system, employees can view their progress in the organization based on feedback from the managers and set business goals accordingly.

  Most performance management tools are designed to be self-explanatory and let the employees review their roles and progress in the organization. Employees feel more included and involved in the active decision-making process with such autonomy.

• Goal Management

  The fundamental of a performance management platform is to let your employees achieve goals. It allows organizations to set goals for their employees and track their progress. So, the software also works as goal tracking software, making your employees more accountable for their goals.

• Employee Analytics

  Performance management software is a powerful analytical tool. It offers a host of analytics and reports for the managers to work on and process. These analytics and reports can serve as a base to create multiple talent management strategies for the employees. Also, analytics can be a detailed indicator of employee performance trends, allowing managers and bosses to create development and engagement initiatives.

Finishing the Note

An exhaustive performance management software allows organizations to automate real-time employee feedback and reviews generation. However, not every system has all the features to handle employee feedback and performance without compromising user-friendliness.

Omind Technologies’ Mind Workplace is a powerful employee management software that brings multiple departments under one platform. It has multiple modules, focusing on recruitment, HR functions, payroll, learning management, etc.

The platform has a comprehensive approach to employee performance management with access to surveys and reviews, including learning modules and productivity.