Good questions to ask in a performance review: What accomplishments this quarter are you most proud of? Which goals did you meet? Which goals fell short? What motivates you to get your job done? What can I do to make your job more enjoyable? What are your ideal working conditions to be the most productive? Click to see full answer. In this regard, what should I ask in a performance review? Six questions to ask during your performance review What do you feel went well this year and what might have gone better? What additional knowledge or skills would make me more effective in this role? What are your most important goals for the coming year? How could I be more helpful to other people on the team? Secondly, what are some questions to ask employees to improve performance? What do you know you can do well but haven’t done yet? What sorts of activities do you finish and think, “I can’t wait to do that again”? What have you done well that you didn’t need someone to explain how to do? What have other people told you you’re great at doing? Also, what are the core questions of performance reviews? A key element of performance management, performance reviews help a company’s human resources department collect data about employee performance. Before running a review cycle, start by asking yourself the following questions: What’s the objective? Who should participate? What should we measure? What kind of questions? What should you not do in a performance review? With that in mind, here are a few things you shouldn’t do during those reviews. Focus only on the negative. The purpose of performance reviews is to tell employees what they’re doing right and where there’s room for improvement. Criticize without offering concrete solutions. Deny your employees the chance to respond.