Performance review: example and answers
You've been at work for a period of time and the time has come. Time for your performance review, or maybe even your annual review. This is very exciting, of course. In this article we give you an example of how such an interview can go, as it depends on the format of your performance review. We also list a number of answers that you can use during your preparations. After reading this article you no longer need to search the internet for example answers for a performance review!
Form performance review or open conversation?
Depending on where you work, you may receive a form before your performance review. This is a kind of preparation form for the actual performance review. It often contains a number of questions that you might be asked during your annual or progress review. There are several examples of such forms that deal with performance, progress and annual reviews. Of course, you may not receive a questionnaire before your performance review. In that case, an open conversation takes place between you and your supervisor or boss. This can sometimes be difficult because you don't quite know what questions to expect. We therefore recommend that you prepare a number of questions to ask your supervisor yourself. That way, you take control and you can conduct the performance review as you see fit.
Questionnaire for good conversations
Download the performance review questionnaire
Conducting performance review with employee
Having a performance review with your employee can be stressful for you, too. Do you have a good picture of your employee? Do you have substantiated information to do so? Do you know his or her strengths, ambitions or challenges? Do you know how to support your employee? Gathering all the input for a classic performance review takes time and is unconsciously rarely based on structural, objective information.
All relevant questions, the answers to which determine the course of the conversation. But gathering those answers requires more than just good leadership. You need the relevant input. And in that, your employee also plays an important role. Think about gathering feedback, reflecting on it and setting goals the employee wants to achieve. With this input, you can enter into the conversation together, where you as manager can steer, highlight opportunities and discuss challenges. Without judgment, but substantiated.
Treams' platform offers you all the tools you need to put all this into practice. You will find all the information in one place, which will make your conversation flow a lot smoother. Because who doesn't know it? Digging back into your documents and memory of whatever was discussed last time? Very understandable, but not desirable. Because you and your employee should ideally have continuous insight into what is going on.
During the conversation, it is important that you conduct it together. So listen carefully to what the employee tells you. Start a conversation anyway with the simple question: "How are you?". Zoom in on strengths and see how the employee can use them more broadly. Learn from the past, but focus on the future!
The Treams platform brings together everything needed for good conversations: clear and interwoven with work practices!