What Are Good Questions To Ask Employees In One-On-One Meetings Performance Feedback – Top 5 Questions Effective Leaders Can Ask Direct Reports For Quality Feedback

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Performance Feedback – Top 5 Questions Effective Leaders Can Ask Direct Reports For Quality Feedback

Have you ever worked for someone who never asked for your feedback? How does that feel? I know that in my corporate experience one of the biggest demotivators in the workplace is not being asked for your feedback on the job. Everyone likes to be heard and have an impact on the bigger picture. Allow that. Enable it. Encourage it. Here’s how:

First, take 5 sheets of paper and write a Top 5 question (see the list below) on the top of each sheet. Leave plenty of room on each page for the feedback you get.

  1. If you have my job, so what first thing you do that you think we haven’t done yet?
  2. What are you need more from me?
  3. What are you need little to from me?
  4. What am I doing that you want me to do? stop doing completely?
  5. How come I’m not doing enough to make you want me? like any other?

Second, write a list of your direct reports and think about how you would meet with each one to ask these questions. Want to include it in your next 1-on-1 meeting? Do you want to just stop by their office and informally ask for feedback? Think about what works best in your environment to get the highest quality feedback.

Third, go and do the interviews! At the beginning of every conversation, let them know that your goal is to improve your own performance as their employer. You want to know what you don’t know that you can make positive changes. Tell them you respect their opinion and want an honest feedback. Show them the 5 pages and start asking questions. Do not write their name on any plates. This shows them that you are more interested in within of feedback and not part of SOURCE in feedback.

Fourth, take some quiet time to read the feedback, digest it, and make a prioritized list of what changes you want to make. Resist any urge to deny or dispute any feedback. Remember that you are asking for your team’s perception of you. Their perspective may not be the same as yours, but it is important.

Fifth and finally, let your team know what you’ve heard from them and what you’re going to do. They will appreciate it. Ask for their help in making your changes happen. Ask them to give you feedback as you begin to make your changes.

Some caveats and advice about soliciting quality feedback from your team:

  • Avoid your emotions in the process
  • Do not name any feedback with someone’s name
  • Have an “I’m looking to improve” and “I appreciate your feedback” attitude
  • Make sure you act on the feedback and communicate your actions
  • Plan to repeat these feedback interviews regularly (quarterly or 6 months)

OK, now do it! And if you stumble…well, you know where to find an executive coach.

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