30+个绩效评估时可以问的问题
Posted 8th March 2023 • Written by themuse.com • • • • •
如果你不确定绩效评估时要问什么，可以参考以下主题（包括34个示例问题）。
主题一：询问你做得好的地方
如果你的领导在评估过程中已经给了你积极反馈当然是好的，但如果没有，或者如果你想得到关于某件具体事情的反馈，你可以随时询问。这些信息不仅有助于你目前的工作，而且在你以后的求职中需要谈论自己的优势和成就时，也可以用来参考。
以下是你可能会问的问题：
“What do you feel I’ve done well in the past year [or however long it’s been since your last review]?”
“What do you think my strengths are as a [role]?”
“Have you seen improvements in [area your manager asked you to work on in the past]?”
“Does anything stand out to you as one of my biggest successes or achievements since our last review?”
“You praised [something you’ve worked on since your last review]. What specifically do you think made it successful?”
“Is there any unique skill or perspective that you think I bring to the team?”
主题二：关于你的成长领域
评估过程中领导给出好评自然能提升你的自我，但即使你过去一整年在工作中都表现出色，也还是会有需要改进的地方，所以有必要计划 "下一步"。无论是管理培训，学习新的技术技能，还是承担更重要的项目，几乎可以肯定的是，你仍然需要做一些事情来实现专业成长和向前发展。
为你制定“成长领域”对管理者来说可能很难，如果你的领导有一些批评性的意见，传达起来他们可能已经很勉强。所以你如果工作做得很好，他们可能认为给你一个好的评价就足够，而不会考虑提供建设性的建议。
你可以选择以下问题：
“Are there specific skills where you feel like I could be stronger?”
“Are there any new skills you think I could develop?”
“What skills do you feel I’m excelling at? Is there any way I could use these skills in a new way or to help the team?”
“Are there any stretch assignments I could take on in the coming months to hone my skills or develop new ones?”
“What do you see as the next steps in my professional development?”
“How would you suggest that I approach learning [new skills] and applying it to my role?”
“How do you think I could better contribute to our team?”
“How could I be making your job easier?”
“Are you happy with our current level and style of communication? Is there anything I could change to make things better for you?”
“Do you have any additional feedback for me outside of what we’ve gone through already?”
“Is there anyone else it would be valuable for me to check in with and get feedback from?”
主题三：问及你未来的目标
除了弄清楚你应该努力学习什么技能外，还要确保你清楚地知道你的领导希望你在未来一个月、三个月、六个月和/或一年内达到的具体目标。毕竟，如果你不知道领导的期望是什么，你就不可能达到或超过他的预期。
此外，当你下一次评估时，有具体的目标可以回顾，这样你可以评估你的成功，这对你和你的领导都有帮助。
“What would you like to see from me by our next performance conversation?”
“How are you planning to measure my success or progress in the coming months?”
“In the future, I’d like to [professional goal you have]. What do you think I need to do to get there?”
“I think that I’ve made progress in [skill]. Are there any assignments or projects I could take on to use my new skill?”
“Are there any projects or initiatives where I may be able to take on a leadership role?”
“Would now be a good time to discuss a new idea I had for [a new process, project, initiative you’ve thought about]? If not, can we schedule some time to talk about this?
“I’m interested in learning more about [another area of your company or team’s work]. How could I go about doing this?”
“Are there any resources available to help me with my goals?” (For example, a budget for taking courses or attending conferences.)
主题四：关于加薪或晋升时间表的问题
评估并不总是加薪或升职的好时机，但却是询问下一步如何实现这一目标的机会。以绩效评估为契机，让你的领导知道你对你在公司的发展有多大的决心——一旦你谈及你的目标和表现，就可以问到实现下一步的具体时间表。
“Is now the appropriate time to discuss my compensation?”
“Are there any opportunities for growth within the company from my current position?
“What can I do to make myself a candidate for a promotion?”
“What can I do to make myself a candidate for a raise?”
“What timeline are you thinking about in terms of raises or promotions, and what would you like to see from me during that time?”
主题五：关于下一次（正式或非正式）绩效评估
年度绩效评估对于跟踪你在工作中的成长是有帮助的，但这还不够。理想情况下，你应该至少每季度和你的领导进行一次面谈，讨论你的表现以及你是如何朝着商定的目标进展的。
如果你的下一次评估在半年后，你可以要求中途进行非正式的评估。确保你知道你在领导眼中的表现，并在下一次评估前给自己足够的时间来改善任何你可以做得更好的地方。此外，这些非正式的谈话也可以成为年中承担新项目或责任的一个很好的启动点，有助于你的下一次评估。
“What timeline did you have in mind for our next informal check-in or formal review?”
“A year is a long way out—could we schedule a check-in sooner? I’d love to make sure I’m on the right track throughout the course of the year.”
“Can we schedule regular check-ins about my progress and goals throughout the year outside of our usual one-on-ones?”
“Is there any way we can check in about my progress outside of the company’s formal review system?”