A good performance discussion, whether during the year or at the formal Review meeting, should allow for you to gauge not only how your employee is performing, but also how they engage the company culture and you as their leader. These five unsung hero questions will engage your staff at your next round of check-ins or appraisals – which, if you followed the advice from our last blog post, should be coming up soon.
By giving your staff member an opportunity to talk about an achievement that they feel was unaddressed or under-addressed, you show them that you value their “behind-the-scenes” work. You’ll also get a better picture of how your team runs, and who might be shouldering a bigger burden than you think.
Employees who see their job as a stepping stone – and not a barrier – to their ultimate career goals will be more motivated. This question helps you hone in on what those goals are, and give you some guidance on how to adapt their job to better achieve them.
This question puts the ball in your employee’s court – it’s their chance to tell you whether they’re being overwhelmed with feedback or flying blind, or anywhere in between. Follow up on their responses with questions about how they like to receive feedback: maybe they want it in person, or with time to process through online written feedback.
Give your employee a chance to talk about why they love working at your company. Not only is this a question that’ll help put them at ease during their review, it’ll also give you a sense of what you’re doing right. In some cases, it might even be worth collecting these responses – anonymously, of course – for your recruiters to use when seeking new talent.
Your employee’s performance review is also a time for you to reflect on your own performance, and this question will help you improve your working relationship with your staff. Be sure to listen – carefully – to their answer, and with an open mind.