In this post, you can ref useful information about how to answer performance review questions. You can ref more materials for how to answer performance review questions such as: performance review methods, performance review forms…
Employee performance reviews are intended to help managers and employees alike figure out what is good about the employee’s job performance and what may need some work. These questions need to be answered honestly by a manager or by a small business owner to help determine whether or not an employee is an asset, or a hindrance, to the company. While it is necessary to be frank in answering employee performance evaluation questions, it is also important to remember that the employee is a human being and will naturally have faults. Some may be correctable and others may be inherent.
Be impartial. You may personally like some employees more than others and another that you honestly cannot stand. These pre-judgments need to be left at the door before answering employee performance evaluation questions.
Answer questions concisely and briefly. Unless the situation warrants verbosity, most performance review questions can be answered in less than two sentences. The questions on these reviews are generally straightforward and do not need excess explanation by a manager. There are exceptions to the rule, but overall answers should be brief, easy to understand and to-the-point.
Focus on the good and acknowledge the bad. Chances are the employee will be reading your evaluation of his performance. If you plan on retaining him, it is important to acknowledge the things that he do correctly, while briefly stating what needs more work. No one likes to be torn apart or made to feel as though she is completely incompetent.
Look for improvement over time. If an employee’s performance started out poorly, but he has made strides to improve it over the course of a few months, be sure to acknowledge the effort that he has made. It’s easy to remember bad events, while overlooking the everyday tasks that the employee has completed well.
Give positive encouragement and direction for improving performance. For example, if an employee is lacking in terms of customer service, encourage her to improve her performance and offer her extra training to help her improve. Or if the problem is slight, simply offer guidance on how they could improve.