Annual Review Questions that Encourage Dialogue

The annual review can and should be a time of learning and growth for all involved. It’s a time to discuss accomplishments and success along with concerns and areas needing improvement. In addition, the review provides Nursing Home Administrators, Directors of Nursing, and Unit Managers with an excellent opportunity to give and receive feedback. Finally, review time can be a critical retention tool by shining a light on both the positives and the negatives, as well as revealing and resolving situations that, if left to fester or flounder, will most certainly impact retention.

Several vital components play a role in making annual reviews a positive experience for both the employee and the organization, including—

• an unobstructed two-way avenue for feedback to flow and be absorbed
• an atmosphere that invites dialogue
• a conscious decision to avoid confrontation and criticism
• active listening
• asking relevant, specific questions

Let’s look at some annual review questions that focus on the past.

• What are you most proud of since the last review?
• What situations/decisions/shortfalls are you least proud of? Why?
• What goals did you accomplish this year?
• Which goals are still a “work in progress”?
• Which goals fell short? What factors contributed to this?
• What did you learn throughout these goal experiences?

Evaluate the employee’s experiences as a member of the team with questions such as—

• How would you rate the team’s success this past year?
• What improvements or declines come to mind?
• What are the team’s greatest strengths? What about weaknesses?
• What skill or knowledge do people on your team or at the company rely on you to provide?

Delve into the employee’s traits and habits with questions like—

• What has been the most challenging aspect of your work this past year, and why?
• How did these challenges cause you to grow?
• What kind of work comes easiest to you?
• What do you enjoy most about the work you do?
• What tasks or responsibilities are your least favorite?
• What personal strengths help you do your job effectively?

Wind down the review with a look to the future.

• What project/goal(s) would you like to focus on in the next quarter/six months/year?
• What 2-3 areas of growth and development would you like to tackle in the coming months and year?
• What short-term (in 1 – 2 years) career goals have you established? What are your long-term (5 – 10 years) career goals?

And last but not least, ask how you can be of assistance and what recommendations the employee has for organization-wide changes.

• What can I do to help you with your day-to-day, week-to-week tasks, and responsibilities?
• How can I assist you in attaining your personal growth goals?
• If you could change one thing about the organization, what would it be?
• What do you like and also dislike about how the organization celebrates successes? Handles failures?

Annual reviews can catalyze an environment of constructive feedback, active problem solving, and giving successes and attained goals the recognition and celebration they deserve.