55+ Employee Evaluation Questions for Effective Performance Reviews

According to a Gallup study, just 14% of employees strongly agree that the performance reviews they get inspire them to improve.

That’s a staggering gap. And one of the biggest culprits? Poorly designed questions.

Boring, confused, and surface-level questions lead to missed opportunities for growth, lower morale, and even higher turnover rates. On the other side, thoughtful, personalized, and meaningful questions open doors to real growth, stronger engagement, and a productive workplace.

Here’s a complete set of 55+ employee evaluation survey questions, organized into thoughtful categories to help you gather the insights that matter most. (and I’ll give you tons of examples to steal).

Top 3 Real Benefits of Asking Employee Evaluation Questions

Open up real conversations

A good employee evaluation survey not only collects insightful data but also sparks real conversations. It creates space for connection through honest feedback, new ideas, and identifying hidden spots that you might never have known.

Help you spot hidden talents (and quiet struggles)

What if your junior content marketing manager has a hidden talent for data analysis and one of your salespeople is struggling with mental health issues?  Good employee evaluation questions reveal things you didn’t even know to look for. The feedback helps you better play with employees' strengths, which results in a productive workforce. 

Align dreams with goals (and keep people excited to stay!)

It’s important that employees’ personal goals align with the organization’s goals. Asking the right performance review questions can help you understand their career aspirations, whether they want to move to leadership or want to work in some other department. When personal and professional goals align, everyone wins.

What Should Be Measured in Employee Evaluation Surveys? 

55+ Best Employee Evaluation Questions To Ask In 2025  

Employee Evaluation Questions About Overall Performance 

These questions help you get a comprehensive picture of an employee’s overall performance. Following are some sample questions you can ask: 

1. Rate the quality of work you have delivered this quarter.
2. To what extent do you agree with the statement: 'My company's values align with my personal goals.' 
3. How often do you feel that you have met the expectations set for you? 
4. What is your most outstanding achievement of this quarter? 
5. I proactively seek solutions to challenges and contribute to problem-solving efforts.
6. How effectively have you managed your time and completed tasks as per expectations? 
7. What are the ideal working conditions for you to be most productive?

Employee Evaluation Questions About Strengths and Weaknesses  

Identifying employees' strengths helps organizations put them in a place where they thrive, and weaknesses identify areas that need improvement that can make a real difference. 

Here are some questions you can ask your employees:

8. What unique skills or talents do you have that set you apart from the team? 
9. Can you share an example of a problematic situation you successfully handled by leaning on your strengths?
10. I regularly seek feedback to identify and build on my weaknesses.
11. Share an example of a project or situation where your skills truly made a difference.
12. What do you think is your biggest professional strength and why? 
13. Share an example where you faced challenges due to your personal weakness and how you handled them. 
14. On a scale of 1 to 10, how confident are you in your ability to solve complex issues? 

Employee Evaluation Questions About Career Growth and Long-Term Goals

Understanding where employees see themselves in the next few years can help organizations offer the right mentorship. When employees feel supported in their individual goals, they are more likely to stay engaged and loyal. 

Following are some questions you can ask them: 

15. Where do you see yourself in the next 5 years? 
16. What type of career growth is most valuable to you? 
17. On a scale of 1 to 5, rate the career development opportunities provided to you. 
18. To what extent do you agree with the statement: 'I have regular conversations with my manager about development opportunities.'
19. Share your short-term as well as long-term goals. 
20. In what position would you like to move next in the company? 
21. What can leadership do to better support your professional growth?

Recommended Read: Employee Evaluation Surveys: Tips and Benefits to Improve Performance

Employee Evaluation Questions About Working Relationships with Managers and Teams

It's important that employees have a healthy relationship with their managers and peers to form a productive team. To assess this, you can ask the following questions in the employee evaluation survey: 

22. How comfortable are you in bringing concerns or feedback to me?
23. What would your colleagues say about you?
24. Do you feel valued and respected by your colleagues? 
25. What changes would you make if you were a manager? 
26. What improvements should  I make to improve cross-communication between departments?
27. Can you share examples of how my support has helped you and where it might have fallen short?
28. How has leadership contributed to your success, and where do you feel it has held you back?

Employee Evaluation Questions About  Alignment with Company Values and Culture 

Great companies don’t just talk about their values; they live them. These questions measure how much employees feel connected with the company’s mission and goals. 

Here are a few sample questions for you to ask: 

29. On a scale of 1 to 5, how often do you see the company’s values reflected in everyday work? 
30. List some main drivers of success for our organization. 
31. What’s your favorite part about working with us? 
32. What’s your least favorite part about working with us? 
33. Suggest how we can make our company more inclusive and diverse. 
34. I believe the company culture supports my growth and success.
35. How would you describe company culture to someone planning to work with us? 

Employee Self Evaluation Questions

Employees become more accountable, proactive, and engaged when considering their strengths, contributions, and achievements. Here are some self-reflection questions you can ask them: 

36. How often do you actively seek feedback to improve? 
37. To what extent do you agree with the statement:' I take full responsibility for my professional development.'
38. What accomplishment from the last year are you most proud of? 
39. If you are allowed to change a decision this year, what would it be? 
40. What personal and professional goals are most important to you? 

Employee Evaluation Questions About current role and responsibilities  

These questions are not about what they are doing but how they feel about it. Happy employees in the right roles = stronger teams and better results.

Consider asking the following questions:

41. What job tasks do you like the most? 
42. What is your least favorite job responsibility? 
43. How clear are you on what’s expected from your role? 
44. Are there responsibilities you would like to take on (or step away from)?
45. My current role allows me to learn and grow. 

Questions To Ask In A Performance Review For A Manager 

Goal Planning and Performance Execution 

You can ask these questions to evaluate how managers set the goals and execute the plans.

46. What methods do you use to check your team’s performance? 
47. How do you execute tasks when the resources are limited? 
48. How do you celebrate success and recognize goal achievement in your team?
49. Share some strategies you use to keep your team on track

Problem-Solving Abilities and Decision-Making Skills

These sets of questions evaluate how managers make decisions under real world pressure, risks and uncertainty. 

50. Share an example of your recent decision that has impacted your team. 
51. Can you describe a tough situation your team faced and how you helped to resolve it? 
52. How do you manage risks and rewards while making decisions? 
53. How do you approach decision-making when under pressure or facing tight deadlines?

Questions on Team Development and Support

These questions help management understand how managers create a work environment where employees feel supported and grow over time.

54. How do you handle an employee when she/he is struggling with meeting deadlines?
55. Can you share an example where you successfully mentored a team member in achieving his goals? 
56. What steps do you take to motivate your team in difficult times? 
57. How do you identify and nurture the strengths of employees? 

Also Read: 100+ Employee Evaluation Examples: Best Performance Review Phrases 2025

The Traditional Evaluation Conundrum ( Decoding the Dilemmas)  

Remember the last time your company conducted employee evolution survey or performance review?  The chances are that your whole process feels like a formality than a constructive dialogue.These surveys demand significant time and effort from both managers and employees.

Moreover, traditional evaluation methods focus on past performance without providing concrete, actionable feedback for improvement. Evaluation based on a single manager can skew assessments, leading to unfair evaluations that do not accurately reflect an employee's actual performance.

How TheySaid Addresses These Challenges 

TheySaid is the world’s first conversational AI-powered platform that transforms traditional surveys into an interactive, engaging experience that yields deeper insights.

Instant Survey Creation: With Theysaid you can create survey in minutes saving HR teams valuable time and ensuring relevance.

Engaging AI Conversations: TheySaid changed the static responses into dynamic one-on-one conversations. AI asks relevant questions based on the previous relies of employees to make the process more persoanlized and engaging. 

Continuous Feedback Loop: TheySaid has changed the annual review model of employees. They premote continuous feedback around the year to boost employee engagement. 

Data-Driven Decisions: Leveraging AI, TheySaid transforms raw data into strategic insights, enabling management to make informed decisions. 

Holistic Performance View: By collecting feedback from all sides, TheySaid provides a well-rounded picture of employee performance that truly highlights their strengths and weaknesses. 

Stay ahead in the tech game with our all-in-one tool TheySaid 

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Final thoughts  

I hope this article helps guide you in crafting meaningful employee evaluation questions that lead to more productive and motivating conversations, ultimately benefiting both your employees and your organization.

Key Takeaways  

• Ask questions that help employees reflect on their strengths, growth, and career aspirations. 
• Well-crafted questions don’t just collect information; they spark meaningful dialogue and uncover hidden talents and struggles.
• TheySaid’s AI-powered platform transforms the evaluation process by offering dynamic conversations, actionable insights, and data-driven decisions.
• Shift away from traditional annual reviews. Use real-time feedback to keep employees engaged and improve performance.

FAQs   

What are the best employee evaluation questions to ask? 

The best questions focus on performance, strengths, areas for growth, career goals, and team collaboration to gather actionable feedback.

What is the best way to evaluate employee performance? 

Evaluate your employees based on measurable goals, manager and peer feedback and self-evaluation surveys.

How often should employee evaluations be conducted? 

Regular evaluations, such as quarterly or bi-annual, help ensure continuous feedback and allow for adjustments throughout the year.

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