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Performance appraisal

performance appraisal

Looking to streamline your performance appraisal process? This comprehensive list of questions is perfect for businesses of all sizes, across various industries.

With an emphasis on employee development and goal-setting, you can effectively assess team members' skills, identify areas for improvement, and set future objectives. Jumpstart your HR and recruitment efforts by customizing this online form to match your company's specific needs, and watch your team thrive.

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Questions to include on your performance appraisal

1. Employee Information

Gather basic information about the employee being evaluated, which helps identify the person and their position in the organization.

  • Employee Name
  • Employee ID
  • Department
  • Job Title
  • Date of Evaluation

2. Performance Criteria

Assess the employee's performance in key areas to get an overview of their strengths and weaknesses.

  • Quality of Work (Poor, Fair, Average, Good, Excellent)
  • Productivity (Poor, Fair, Average, Good, Excellent)
  • Communication Skills (Poor, Fair, Average, Good, Excellent)
  • Teamwork (Poor, Fair, Average, Good, Excellent)
  • Problem-solving (Poor, Fair, Average, Good, Excellent)

3. Goals and Objectives

Evaluate the employee's progress towards previously set goals and objectives, and set new ones for the upcoming period.

  • What were the employee's goals for the past evaluation period?
  • Were the goals achieved? (Yes, No, Partially)
  • Describe the new goals and objectives for the next evaluation period

4. Manager's Feedback

Allow the manager to provide feedback on the employee's performance and offer suggestions for improvement.

  • What are the employee's strengths?
  • What are the employee's areas for improvement?
  • Provide suggestions for improvement or training needed

The questions on strengths and areas for improvement are crucial as they enable the manager to give specific feedback on the employee's performance and identify gaps that need to be addressed.

5. Employee's Self-Assessment

Give the employee an opportunity to assess their own performance and share their thoughts on their achievements and challenges.

  • How do you rate your overall performance? (Poor, Fair, Average, Good, Excellent)
  • Describe your main achievements during the evaluation period
  • What challenges did you face, and how did you overcome them?

6. Performance Review Discussion

Document any key points discussed during the performance review meeting between the manager and the employee.

  • Summary of the performance review discussion
  • Employee comments or feedback

The performance review discussion summary is essential as it records the outcome of the meeting and ensures both the manager and the employee are on the same page regarding expectations and areas to improve.

Other question ideas

When you are creating your performance appraisal, here are some additional questions you may want to consider. These won't apply in every case, but should give you some ideas as you build out your form.
  • How well does the employee demonstrate adaptability in the workplace?

    • This question will provide insights into the employee's ability to cope with changes and remain flexible in their approach.
  • How does the employee contribute to the company culture?

    • This question can help identify the employee's influence on the overall work environment and their ability to maintain a positive atmosphere.
  • How has the employee taken ownership of their professional development?

    • By asking this question, you can assess an employee's commitment to self-improvement and their willingness to learn new skills.
  • How well does the employee manage their time and prioritize tasks?

    • This question will help evaluate the employee's efficiency and ability to meet deadlines, which is crucial in any professional setting.
  • To what extent does the employee show initiative in their role?

    • Asking about initiative can help you understand how proactive an employee is in addressing problems, identifying opportunities, and contributing to the organization's success.
  • How effective is the employee at managing conflict and resolving issues in the workplace?

    • This question will provide insights into the employee's ability to manage interpersonal relationships and maintain a harmonious work environment.
  • How well does the employee collaborate with colleagues from different departments?

    • By asking this question, you can evaluate the employee's ability to work cross-functionally and contribute to the success of the organization as a whole.
  • What additional responsibilities or projects can the employee take on to further their career development?

    • This question can help identify growth opportunities for the employee while also benefiting the organization.
  • How has the employee demonstrated alignment with the company's mission and values?

    • This question will help assess the employee's commitment to the organization's long-term goals and the extent to which they embody the company culture.
  • How does the employee cope with stress and maintain a healthy work-life balance?

    • By asking this question, you can gain insights into the employee's well-being and ability to manage demands both inside and outside work.

Things to consider

  1. Accessibility - Ensure your form is accessible to users with disabilities by using proper labels, headings, and input fields. This will also improve the overall user experience.
  2. Mobile Responsiveness - Opt for a form design that is mobile-friendly and easy to navigate on smaller screens, as many users will complete the form on their smartphones or tablets.
  3. Clear Instructions - Provide concise and clear instructions for each question or section, so users understand the expectations and can complete the form without confusion.
  4. Error Handling - Implement user-friendly error handling that highlights any invalid inputs or incomplete fields before submission. This allows users to correct their mistakes without frustration.
  5. Save and Resume - Allow users to save their progress and resume later if they cannot complete the form in one sitting. This feature makes the process more convenient and increases the likelihood of form completion.
  6. Privacy and Security - Ensure the data collected through the form is protected and confidential, as performance appraisals contain sensitive employee information. Use secure storage and data encryption methods to safeguard user data.
  7. Feedback - Provide a way for users to give feedback on the form and its usability, helping you to improve the process and form design over time.

How to create your performance appraisal

Now that you know what questions you should include, it's time to build your form!

The only problem is that traditional forms tools are inefficient.

People will forget to fill out your form. They'll get stuck halfway and not be able to finish it. Or they'll send you the wrong stuff. You end up wasting hours chasing people down over email. 

That's why you should give Content Snare a try. 

Content Snare is packed with advanced features that will have you hours:

  • Automatic reminders - Remind people to complete their form with fully customizable reminders.
  • Reject incorrect information - If a single question is filled out incorrectly, ask your client to re-do just that one item.
  • Autosaving - No progress gets lost. People can fill out forms in multiple sittings.
  • Comments and questions - If the person filling the form gets stuck, they can ask a question without having to email you.

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