Top 10 Performance Review Questions to Ask

The 6 Steps To A Successful Performance Review 

Not many do it


Why you should have performance reviews

It ensures this

And that

Also ensures this

But here;s the thing… not many owners know what to ask or how to run them

They dont eben know abot some of the things to look out for and what questions the employees should actually be asking…

After much trial-and-error, we;ve been able to develop a better way to have performance reviews and have identified the ten best questions to ask.


The biggest mistake any business owner can make is not pay attention to their team.

You see, your team is the key to your business’ success. And making sure you have team members that are aligned, driven, and passionate since day one is what’s necessary in order to make that happen. 

Before I get into any of this, remember that employing someone is a win/win situation. You should never make your new hires (and current team members) feel as if they’re getting taken advantage of or are confused and unsure of their role is, let alone that your mission,v ision, and core values are…

Lots of times, I see businesses making the mistake of relying on one person doing the onboarding and training…

One person who does this one thing…. And what happens if they no longer work there? Things would break. And it’s because they relied on ONE person. 

I also see businesses that don’t eben have an onboarding process in place… they just hire and throw people into the job. That’s a surefire way to overwhelm your new hires and create lots of confusion. And where there’s confusion, there’s failure

But if you want to grow your business, and generate multi-million and billions of dollars in revenue, then you and your team need to be efficient.

You need to implement the necessary steps that are going to help you grow to the next lebel and beyond. 

You do this by having your new hires understand your mission, vision, and core values.

They need to understand how the business works and what their role is inside of it.

They should be shown that there IS  a path to success within your business, and that they can achieve their goals along by helping the business reach its targets.

Remember, a well oiled team is better than having a bad team. And having NO team is still better than having a poorly aligned team. It’s easier to control yourself and your actions, but throw others into the mix, and suddenly, it gets much harder to take control.

Thats why its so important that you develop and maintain a culture of excellence within your organization, so that way new hires (and current employees) understand what the standard is, and what will and will not be tolerated. 

Having an onboarding process is crucial if you’re trying to build and grow your team. I’m actually going to share with you the five things WE do at Cardone Ventures that have helped us tighten up our onboarding process. So here are the 5 best-practices to support new hires:

1. First and foremost, you want to create this on a simple Google Sheet

Just something everyone can access online. It’s much easier to keep track of changes and updates, as well as links, and other onboarding material when it’s in one, centralized location. 

You can use other programs, but we’ve found that using Google Sheets works well and it’s great for visibility on the employee and manager’s side. 

2. Speaking of links, make sure to include resources they can use

You want this onboarding document to be your new hire’s one-stop-shop for all the information they need. This includes links to resources like:

  • Product/services information
  • Sales and promotions
  • Business structure and operations
  • Assigned Reading 
  • Online courses and trainings
  • Email and account information
  • Access to management team and department heads

This will allow them to have everything they need in one place. It’ll give the new hires reassurance that they can reach out with questions at any time—your leadership team should be willing to help and coach them as well. 

3. Separate and organize the workload (if necessary) by weeks 

If you’re a larger business with more than 100 employees, like Cardone Ventures, I suggest doing this. It will help guide your new hires through the process and assist them with time management (so they don’t feel as if they have to do everything all at once). 

For example, here at Cardone Ventures, our onboarding process looks a little like this…

By Week 1, new hires are to have completed reading one of the assigned fundamental books, should have been to at least one onboarding call to learn more about a specific department, services, or products, should have completed the necessary HR trainings, and updated their LinkedIn profile with CV information. 

But by week 4…

New Hires should have completed all 4 assigned books, been to most (if not, all) onbaorindg meetings, has a better understanding of how the business works, the services and products that are offered, as well as the opportunities they have for their own career growth.

4. To ensure your employees have read and understand the employee handbook, have them take a mandatory onboarding quiz

I highly suggest having your new hires take an employee handbook quic. The reason for that is because your employee handbook should include all the guidelines to every single rule and expectation within the organization. This includes dress code, attendance, code of conduct, and so much more…

Having them take a 15-25 question quiz on the most important parts of the handbook will ensure that they read through it and comprehend what’s being said. 

5. For full transparency, be sure to have department leaders run these meetings in order for them to connect with the new hires

It’s important for your new hires to feel welcome and accepted into a brand new environment. Having them meet all of the department heads helps take the pressure off of them having to do it themselves. 

By helping them build these connections, you’re giving them the opportunity to ask questions, learn from others that are above them, and so much more. 


Once you start implementing this into your onboarding process, you will see that your new hires will feel much more confident about their roles, they’ll be able to answer client questions with ease, and best of all…. Those that were never aligned with your business will get weeded out

The truth is, you want your onboarding process to be filled with information and resources for your new hires to access. If they’re aligned, and truly ready to take their careers to the next lebel and give it their all, they’ll complete their onboarding training.

But… those that are not actually who they say they are will be revealed and weeded out much quicker than the rest.

This is all part of creating and maintaining and culture of excellence and high-performance. This is what you should be training your leadership team to enstill and live up to, and so should you, as the business owner.

Remember that people learn best when they have an example right in front of them. So be the example, provide them with the tools they need to succeed in your company, and give them access to opportunities to make more money than they’ve ever made (they can’t find elsewhere).

Part of running, building, and scaling a successful business relies on your and your leadership’s team ability to hire, align, and develop the right people. By doing so, you’re setting your business up with the right foundations so that you can grow to new heights. 

And listen, learning how to lead people isn’t something you learn how to do overnight. Which is why we’ve put together this 2-day training program, called the People Essentials Workshop, that details everything you need from writing a job post that attracts the right people, hiring and onboarding them, and training and developing them. Be sure to click here so you can reserve your spot to the next one taking place in Scottsdale, Arizona!