What are some pertinent questions that might come up in a work review?
mortyfint asked:
I have to design a work review for employees at our office. What are some questions you might ask an employee? What are some questions you’d like to ask, but would never dare to?
TORY
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I have to design a work review for employees at our office. What are some questions you might ask an employee? What are some questions you’d like to ask, but would never dare to?
TORY
January 5th, 2009 at 8:12 pm
heres a few i can think of
how are you finding working here (you hope / pretend to hope they are happy)
are there any issues effecting their work, productivity?
Do they feel like they are making a good contribution to the team
are there any skills etc they would like to build on for their position e.g further training of a package they use.. customer service or whatever.
id stay away from questions that involve salary and these are always a can of worms
January 6th, 2009 at 2:58 pm
When performing a work review or performance review, you really want to avoid questions pertaining to their personal lives, ie. asking how their kids and/or spouse are doing, how their family is doing, or even how they’re doing. The work review or job performance review is to be conducted in a business-like manner.
The review is used to evaluate and point out an employee’s strengths and weaknesses when it comes to performing the job duties expected of them. The only real questions I can think of would pertain to those weaknesses, such as why they may not be able to get “x” units out within the time expected to get them out, if they are expected to meet a certain productivity goal, or quota. For example, if they’re expected to get 10,000 units out in a day, and others are meeting that goal, but the employee in question hasn’t been for a while, ask why. They might be able to provide you with a better insight into their job. If more than two people cannot make the quota of 10,000, and if all employees state the same reasons, then that would guide you to lower the minimum daily goal to a more reasonable number, like 5,000.
Ask them if they have any plans for trying to improve their job performance. If there are certain weaknesses, such as spending too much time talking with other employees, be sure to make note of that. Ask them how they think they can improve on those problems. Offer some insight, but let them provide some input. This will make the employee feel that he has some input on how his job performance can improve over time.
Finally, at the end of the review, ask them if they have any further questions or input. This allows them to vent any other issues not brought up earlier in the review, but if it affects their overall job performance, then it will be well worth looking into. A successful business is one whose employees are satisfied, and feel like they have a hand in how well it performs.