Employee Performance Survey
Employee performance reviews get a bad rep. And that’s because they are often done in an old-school way: once a year with a heavy focus on criticism and are disconnected from one’s actual work.
In reality they are more like growth conversations. They should be more flexible, regular, and focused on the future and strengths, rather than weaknesses.
They are an ideal opportunity to motivate your employees, foster collaboration, and enable real professional growth.
Employee performance survey is a good addition to the mix. It lets you dive deeper and give your employees a clear, honest look at how they’re doing.
Use our employee performance survey template to prepare yourself for these evaluations. Here are a few sample questions:
5 Sample Employee Performance Survey Questions
Question #1: How would you rate the quality of the work this employee produces?
💡Insights it gives: helps you understand the standard of work an employee is delivering. A high rating means the employee consistently produces solid, reliable work, while a low rating might show there’s room for improvement in quality or attention to detail.
Question #2: “This employee is open to new ideas and suggestions.”
💡Insights it gives: This assesses how receptive an employee is to feedback and change. High scores indicate flexibility and willingness to adapt which is great for team growth. Lower scores suggest the employee might be resistant to change, signaling a need for encouragement in considering fresh perspectives.
Question #3: “This employee shows initiative to support colleagues when needed.”
💡Insights it gives: This question reveals the employee’s willingness to help others and contribute to a team environment. High ratings mean they actively support teammates, which boosts team spirit. Low ratings might show they could do more to engage with and support their colleagues.
Question #4: “This employee accepts responsibility for his/her actions.”
💡Insights it gives: This measures accountability. When an employee is rated high, it shows they own their actions and learn from mistakes. Low scores might highlight issues with blaming others or avoiding responsibility, suggesting a need for personal growth in this area.
Question #5: “This employee is able to quickly comprehend new tasks and workflows.”
💡Insights it gives: evaluates how fast an employee can pick up new responsibilities. High ratings show they’re quick learners and can adapt to changes easily, which is valuable in any role. Low ratings suggest they might need more time or support during transitions.
When following up on this survey on your 1:1s, it helps to note down specific examples and concrete situations to back up your arguments and help to paint the picture.
Those are all the five sample questions. To uncover all 19 of them, download our free template!
