Performance Review / Appraisal Questionnaire

Please review each of these statements and label it T (true) or F (false)

Note Appraiser manages the appraisal while appraisee receives the appraisal

© Tony Bourke 2006

1. An appraisal is an opportunity for the appraisee to be given advice

2. Employees do more preparation for reviews than managers

3. Appraisals should focus on areas of under-performance

4. The appraiser should allow 2 hours for an appraisal

5. An appraisal is a structured 2-way learning discussion

6. Appraisals should concentrate on the past more than on the future

7. Note taking during appraisals is useful and to be recommended

8. Summarising what the appraisee has said is a useful technique

9. It is the responsibility of the person to be appraised to request an

appraisal

10. Appraisals should take place once per year

11. The key outcome of an appraisal is a formal document signed by both

parties

12. The appraiser and appraisee should each speak for approximately 50% of
the appraisal

13. Appraisee job satisfaction increases after a good appraisal

14. Periods of silence during an appraisal are appropriate

15. “I am disappointed by your performance over the past 12 months” is

appropriate language at an appraisal

16. An appraisee should be given 2 weeks notice of a pending appraisal

17. An appraisal is about the accountability of the employee for past

endeavours

18. When an appraisee asks a question, the appraiser should immediately

answer it

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Appraisal Questionnaire 8 August 2007 Page 1 of 3
 19. An outcome of an appraisal should be new written objectives

20. It is important that the manager gives his/her impressions of the appraisee

© Tony Bourke 2006

21. Employees resent being graded as ‘average’ or ‘acceptable performance’

22. People who have been well appraised are more likely to recommend the
organisation to friends

23. The best way to conduct an appraisal is across a desk

24. Appraisals should take place in an office with an internal window

25. The appraisee will hear everything the appraiser says

26. An appraisal should be a positive process

27. The appraisal process is that the manager reviews the employee’s
performance, the appraisee responds and a written agreement is signed

28. Performance review and salary review should always take place in the
same month

29. It is appropriate to refer back to previous appraisal records

30. Surprises, by the appraiser, are part of a normal appraisal review

31. The HR/Personnel department is responsible for the appraisal process

32. Managers set tougher objectives than employees

33. The more objective the questions, the more useful the answers will be

34. The purpose of an appraisal is to judge an employee’s performance

35. A relaxed professional appraisal is more productive than a formal one

36. Everything discussed at an appraisal must remain confidential

37. Failure to achieve objectives should be discussed at appraisal

38. The appraisee will be apprehensive during an appraisal

39. Most appraisals focus on the recent past

40. Organisation mission statements and appraisal objectives should be

related
© Tony Bourke 2006
41. A person can fail an appraisal

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 42. Constructive criticism is useful at appraisal reviews

43. Personal problems, such as excessive drinking, should be discussed at

appraisals

44. People doing appraisals tend to focus on the positive rather than on the
negative

45. The best managers help their people do two main things: Set objectives
and achieve them.

46. The manager’s impression of an appraisee is not part of a professional

appraisal

47. An ultimate appraisal would occur when seniors, colleagues and juniors
submit feedback on an individual’s job performance (360° feedback)

48. Evidence of being innovative is an increasingly important part of the

appraisal process

49. The most motivating part of an appraisal is the genuine praise that is given
to the appraisee

50. Organisations that omit appraisals perform as well as those which do them

51. Appraisals should review the appraisee’s strengths and weaknesses

52. In an appraisal, the manager will be more critical of performance than the
appraisee

53. The only way to know if the appraisee understood you is to ask him / her
to repeat back to you what you said

54. Appraisees underestimate their talent / potential

55. In an excellent team, all members should be reviewed as being excellent

56. If employee performance is not monitored, management doesn’t care

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Appraisal Questionnaire 8 August 2007 Page 3 of 3
 Reaction to a Review
This is a real email sent in mid 2007.
Read the email and decide where the supervisor could have done better.
© Tony Bourke 2007

I had my mid year review with her yesterday which was absolutely crap. I’m so
annoyed at her. I don't know whether to speak to my boss about her or just to go
back to her and tell her how angry I am. She rushed through the whole thing
giving out the whole time that she didn’t have time for this etc. Then for my
"areas of improvement" she gave out to me for ten minutes about an email
myself and another guy sent to her yesterday with two incorrect numbers. So out
of 7 months working for her this is the most important area of improvement. I
couldn’t believe it. For my positives she was just as rushed and flippant and likes
my attitude and my dedication. That was it. A two second statement. I’m so so
annoyed. I’ve never gotten such an impersonal and unhelpful review. I have
worked so hard for her and that is what I get?

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Appraisal Questionnaire 8 August 2007 Page 4 of 3
 Listening is Easy?
Please place a T (true) or F (false) beside each of the following statements

© Tony Bourke 2007

1. A person who is not listened to will become frustrated

2. You can listen to a person while drinking tea / coffee or typing

3. The best form of listening is attentive listening

4. A person who is listened to may change their mind

5. The best way for you to listen is to be completely silent

6. You listen with your ears

7. Good listeners sit behind a desk

8. Saying “yes but…” means you are not listening to the speaker

9. Abused people in Ireland were listened to

10. You can listen when you are tense or angry

11. Pausing, before answering, is a good listening technique

12. In listening, the tone of voice is less important than the words spoken

13. The quietest person makes the loudest statement

14. Good listeners offer advice

15. Most people who visit their doctor want to be treated

16. People can listen while they doodle

17. He who talks a lot is listened to a lot

18. You can hear a person’s body language without hearing their words

19. We think and speak at the same speed

20. Shaking your head in disagreement is permissible while listening

21. Listeners are less influential than talkers

22. What you say and what s/he hears is different

23. You should listen with the intent to reply

24. Interrupting a speaker means you are listening to the speaker

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Appraisal Questionnaire 8 August 2007 Page 5 of 3
 25. Summarising what the other person said demonstrates good listening

Objectives Exercise
Which of the following are SMART objectives and why aren’t the others?

S specific
M measurable
A attainable / achievable
R relevant
T timed

a. I will complete a night course in life coaching by this Christmas

b. I will achieve all my business objectives

c. I will talk to each of my team today

d. I will work 60 hour weeks for the next year

e. I will do my to-do list before I go home this evening

f. I must stop telling staff how to do their job before this weekend

g. I will read one chapter of the customer service manual today

h. I will be more approachable this week

i. I will not shout in the office this week

j. I will do a PhD this year © Tony Bourke 2007

k. I will respond to every email within 2 minutes of receiving it

l. I will answer more telephone calls today

m. I will further develop a culture of compliance with equality legislation

n. I will take an initiative to send invoices by email this month

o. I will delegate my monthly report to Jennifer

p. I will work an extra hour per day this month to impress my boss

q. I will access the web today for 2 motivational team ideas

r. I can improve my interpersonal skills by Friday week

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Appraisal Questionnaire 8 August 2007 Page 6 of 3
 Exercise in Open Questions
Place an ‘O’ beside each of the questions which you feel are Open

1. How was the course?

2. Describe how you overcame the awkward customer?

3. What do you know about computers?

4. Tell me about the incident between you and my manager yesterday?

5. How long can you spare to talk to me?

6. Explain your thoughts behind this proposal?

7. What kind of new skills have you gained this year?

8. Would you prefer coffee or tea?

9. What will you do differently next time?

© Tony Bourke 2007

10. Give me an example of how you deal with the late suppliers?

11. How many honours did you get in the Leaving Cert?

12. Fill me in on what happened yesterday?

13. Talk to me about your career plans?

14. Why did you not return the form yesterday?

15. Help me to understand your reason for wanting to change jobs?

16. Tell me how you managed to achieve so much in such a short time?

17. What did you learn from the conflict between 2 of your team yesterday?

18. Would you agree that women are better at multi-tasking than men?

19. Describe areas of your performance that you intend to improve next year?

20. How are you?

21. Talk to me about the kind of training you have in mind?

22. Did you enjoy close the sale?

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