The Best Sales Performance Review Questions To Ask In 2025

Let’s be honest: most sales performance reviews feel like reruns. Same questions, same answers, same polite nods. And numbers don’t lie: 95% of managers aren’t happy with their current performance review systems.

That’s a problem. Because your top rep might be crushing targets… while secretly eyeing the exit. Another might be missing quota, not from laziness, but because they’re in the wrong seat.

So the question is: are you even asking the right ones?

No matter if you’re a sales leader or a team lead, this list goes beyond check-the-box reviews.

It’s built to spark real insights and help you conduct performance reviews that actually help your team grow.

Ready to ditch the generic forms and dig into what really drives results? Let’s go.

Why regular performance reviews matter

Think of performance reviews as your internal GPS. Without them, your sales reps might still get somewhere, but probably not where you need them to go.

Regular performance reviews give structure to improvement. They make space for actionable feedback and give employees a voice. Done right, they support employee engagement and help you spot issues before they turn into resignations.

And in sales, where time is short and pressure is high, these check-ins are more than helpful – they’re non-negotiable.

200+ effective performance review questions to ask in 2025

We created this ultimate list of 200+ effective performance review questions to ask in 2025. They’re built for sales leaders, team leads, and anyone ready to run reviews that actually drive growth.

Use them to spark real conversations and support better decisions without wasting time:

🧠 Self-reflection and growth mindset

What if the biggest sale your rep needs to close… is with themselves? Self-awareness doesn’t show up on the leaderboard, but it drives everything that does.

What did you learn about yourself this review cycle?
When did you feel most confident in your own performance?
What feedback helped you grow the most?
What was your biggest mistake this quarter, and what did it teach you?
Where do you think you could improve in the next few months?
Do you think your performance management habits are working well?
What would you change about how you prepare for sales calls?
Are you proud of how you handled customer interactions lately? Why or why not?
What skill are you currently working to improve?
What personal goal did you meet or miss and why?
What stops you from doing your best work sometimes?
What’s one thing you know now that you didn’t know six months ago?

📈 Goals and achievements

Ever crossed the finish line but forgot why you started? These questions go beyond hitting sales targets – they uncover the effort and mission behind them.

Did you meet your key performance indicators this quarter?
What sales targets were easiest for you to hit and why?
Which goal felt the most rewarding to reach?
What helped you stay on track with your goals?
Which achievement are you most proud of and why?
What goal was hardest for you this time?
Did you set any personal goals outside of team targets?
What new sales strategies helped improve your numbers?
What stopped you from reaching your full sales performance this cycle?
How did your work support the company’s goals?
Do you think your goals matched your role well?
How can your goals next quarter push you without causing stress?

🔄 Skills and competencies

You wouldn’t send a violinist into a rock band. Ask what skills your reps bring and which ones still need tuning.

Which skills helped you close the most deals?
How strong do you feel your sales presentation skills are?
What do you do well that helps the team’s performance?
What skill gaps do you want to work on next?
How do you rate your customer relationship management skills today?
Which soft skill helped you during a tough sale?
What technical skill would make your job easier if you improved it?
Do you feel confident managing time and tasks during busy periods?
What feedback have you received about your communication skills?
Are you happy with how you handle objections in calls or meetings?
Which part of the sales process do you feel strongest in?
How do you apply feedback to improve your skills?

🤝 Collaboration and teamwork

What happens when the hottest closer drops the ball mid-pitch? These questions reveal if the team picks it up or watches it roll away.

How well do you work with the rest of the sales team?
Can you share a time when you helped a team member close a deal?
How do you handle conflict in the team?
Do you think your team members trust your support during busy times?
What feedback have you received about your teamwork?
How often do you share new sales strategies with others?
When was the last time a team member’s advice helped you with a client?
Do you feel like your work supports the team’s performance?
How do you give constructive feedback to other team members?
What do you expect from others to help you succeed in your role?
How can your team improve collaboration next quarter?
Do you feel part of a team or more like an individual sales rep?

🧩 Role clarity and job fit

Imagine being handed a jigsaw puzzle with the wrong pieces. That’s what unclear roles feel like. These questions fix the picture.

Do you fully understand your role and tasks?
What part of your job feels unclear or confusing?
Are your daily tasks helping the company meet its goals?
Which parts of your role do you enjoy the most?
Are there tasks you think don’t match your skills?
How confident are you in meeting expectations in your role?
What do you think your main job is and has that changed recently?
Is your current role helping your professional development?
Do you think your role supports the entire team’s success?
If you could shift one part of your job, what would it be and why?
Are you using your strengths in your current role?
What would help you do your job more clearly or better?

🕒 Time management and productivity

Time isn’t money. Time is momentum. These questions help you spot what’s slowing reps down, asl well as what’s wasting clicks, not just hours.

How do you decide which tasks to do first each day?
What takes up most of your time during a normal week?
Do you feel rushed when working toward sales goals?
What helps you stay focused when things get busy?
Do you block time for follow-ups and customer feedback?
What do you do when you fall behind on a task or deadline?
How do you keep track of calls, meetings, and emails?
Do you think your current tools support your productivity?
What distractions slow you down the most during the day?
How do you measure your own productivity during the review cycle?
Are you using your work hours in the best way for sales performance?
What could help you prioritize tasks more easily?

Check this out: 5 benefits of using electronic time tracking

🧭 Initiative and problem solving

Think of the last time a customer ghosted your rep. Did they panic or pivot? This section separates order takers from deal makers.

Can you give an example of a time you solved a customer issue on your own?
What do you do when a lead suddenly goes cold?
Have you ever fixed a mistake without asking for help? What was it?
What’s the last sales challenge you solved in a creative way?
Do you speak up when you see a better way to reach sales goals?
How do you act when a sales strategy stops working?
Have you shared any new ideas to improve employee performance?
What steps do you take when a customer gives tough feedback?
Do you usually wait for instructions, or take action right away?
When something goes wrong, what’s your first move?
How often do you help your team solve work problems?
Do you think your problem-solving skills help the team’s performance?

💬 Communication

The best sales reps don’t talk more – they connect better. These questions dig into how well your team reads the room and adapts the pitch.

How do you make sure your message is clear during a sales call?
What part of sales communication feels easiest for you: calls, emails, or meetings?
Have you ever received feedback on your communication style?
Do you feel your communication supports customer satisfaction?
How do you handle misunderstandings with customers?
How do you practice active listening during sales conversations?
Do you feel confident writing follow-up emails or proposals?
How do you adjust your tone for different customer types?
Do you check in often with teammates during the sales process?
How well do you explain product value during a pitch?
Can you give an example of using feedback to improve communication?
What could help you improve how you share information with others?

🌱Learning and development

Sales is improvisation with a script. What worked last quarter might not work tomorrow. Ask how your team stays ready for the next surprise.

What new skill or knowledge have you gained this review cycle?
Do you have time set aside each week for professional development?
What was the most helpful training you completed recently?
How often do you ask for feedback to improve employee performance?
Have you shared new learnings with your sales team?
Do you feel like you are growing in your role?
What part of your job would you like to get better at?
Are there any skills that would help you meet your sales targets faster?
What learning resource has helped your performance the most?
Have you taken steps toward any personal learning goals?
What training would help you support the organization’s success better?
How can your manager support your learning and continuous improvement?

🏆 Leadership potential

Not every high-performer should be a sales manager. But some already lead even without the title. These questions spot the quiet signals.

Do other team members ask you for help or advice during the sales process?
Have you ever taken the lead on a project without being asked?
How do you help improve team member’s performance when things get off track?
What would you do differently if you were leading the sales team?
Can you give an example of coaching someone on the team recently?
Do you think you could support employee engagement as a future team lead?
Have you ever stepped in when a manager was unavailable? What happened?
What kind of leadership style do you respond to, and why?
What skills do you think a good sales leader needs?
Do you feel ready to mentor someone new in the next review cycle?
How do you handle pressure when the team’s performance is under review?
Have you received any feedback that points toward leadership strengths?

🌍 Company values and culture fit

A great rep can land a deal. A great fit makes customers stay. These questions help you find both.

How do your actions reflect our company values during sales conversations?
What does being a “culture fit” mean to you in this organization?
Have you ever had to make a hard choice that put values before results?
Do you feel connected to the mission of our team and company?
How do you show respect during customer interactions?
What feedback have you received about your attitude or behavior at work?
How do you support organizational objectives, beyond just your sales targets?
Can you name a team member whose behavior reflects our culture well?
What part of our company culture helps your job satisfaction the most?
How do you contribute to a positive team atmosphere each day?
When you work with new hires, do you help them learn our values?
What could we improve to make our culture stronger?

💡Innovation and creativity

AI won’t replace your sales team. But reps who act like robots might replace themselves. These questions reward curiosity, not copy-paste.

What’s one sales idea you tested recently that was different from the usual?
How do you adjust your pitch when a customer reacts in an unexpected way?
Have you suggested any new tools or workflows this quarter?
What do you do when a script or strategy no longer works?
Have you shared creative ideas that improved the team’s performance?
What part of your role gives you space to think differently?
Do you feel encouraged to try new methods, even if they don’t always work?
How do you stay curious about improving the sales process?
What’s one thing you would change about our current sales strategies?
How do you turn customer feedback into better solutions or offers?
What’s a new approach you’ve used to hit a challenging performance metric?
What would help you bring more creativity into your daily work?

📊 Performance and impact

What’s more impressive – hitting a number or changing how your team hits numbers? Look for reps who move metrics and mindsets.

How do you measure your own sales performance during a review cycle?
Which sales performance metrics matter most in your daily work?
Can you name one result that shows your impact on the team this quarter?
What does a strong sales performance evaluation look like for you?
What part of your work supports organizational success directly?
How well do you think your performance matches company goals?
Which deal or client outcome best shows your strengths this quarter?
What sales activities bring the biggest results for you?
How do you track your progress between employee performance reviews?
Are you meeting, beating, or missing your sales targets? Why?
What feedback have you received on your rep’s performance lately?
What would help you make a bigger impact next quarter?

🛠 Feedback and coaching

Giving feedback is easy. Taking it is the hard part. This section reveals who’s ready to improve and who’s stuck defending yesterday’s pitch.

What was the most helpful piece of feedback you got this quarter?
How often do you ask your manager for improvement feedback?
Do you feel your sales performance review examples give you real insight?
What kind of coaching helps you improve employee performance?
How do you respond when you receive actionable feedback from others?
When did you last give feedback to another team member?
Do you think performance appraisals should focus more on strengths or gaps?
What feedback have you applied in your daily work recently?
How often should performance reviews happen in your opinion?
Do you feel free to give feedback to your sales leader when needed?
What’s one thing your manager could do better when giving you feedback?
How do you practice active listening when someone gives you a review?

🚀 Career growth and future goals

What if your best rep is planning their exit? These questions explore what motivates them now and what might steal them later.

What are your main career goals in the next 12 months?
Do you feel your current role matches your long-term plans?
What kind of support would help you grow in sales leadership?
How do your personal goals connect with company growth?
What new skills do you want to gain before the next performance appraisal?
Have you spoken with your manager about future opportunities?
What’s one area you want to lead or own in the next quarter?
What part of your job excites you most right now?
Do you feel like you have a clear path to grow in this organization?
How can your manager help you move toward your next role?
What should performance reviews include to help with career planning?
If you had to train someone else in your role, what would you teach first?

📍Manager review (reverse feedback)

Does your manager lift the team or just track them? Give reps the mic and you’ll gain insights no dashboard can show.

Do you feel your manager understands how to support your job effectively?
What kind of feedback do you get from your manager, and how often?
When you ask for help, does your manager respond quickly and clearly?
Has your manager helped you grow your strengths this review cycle?
What’s one thing your manager could do better during performance reviews?
Do you receive actionable feedback from your manager or just numbers?
Does your manager focus more on sales performance measurement or people?
What’s one time your manager made your work easier or more clear?
Do you feel comfortable sharing concerns with your sales leader?
How does your manager help you stay on track with your goals?
Has your manager helped the team gain valuable insights this quarter?
Do you feel like your performance is reviewed fairly and openly?

🧘Wellbeing and work-life balance

Burnout doesn’t come with a warning. It shows up in missed targets, slower emails, and short answers. These questions help you catch the signs early.

Do you feel rested and focused at the start of most workdays?
What’s been your biggest stress point this quarter?
Are you working more hours than you want or need to hit targets?
When work gets heavy, do you feel safe speaking up?
How do you protect your focus and energy during the workweek?
Do you feel like your manager supports your work-life balance?
What would help you avoid burnout while still reaching goals?
Are you able to take short breaks or time off when needed?
How do you stay motivated without burning out during busy periods?
Do performance reviews include space to talk about wellbeing?
What helps you return to full focus after a hard day or week?
How could the company better support wellbeing without lowering results?

🌐 Remote and hybrid work experience

Home office or black hole? Some reps thrive remotely. Others drift. These questions help you spot the difference.

Do you feel connected to your team while working remotely?
What helps you stay productive when working from home?
Do you have everything you need to do your job effectively from a distance?
How often do you receive meaningful feedback while working remotely?
What challenges do you face that you don’t have in the office?
Do you feel trusted by your manager when working outside the office?
How do you stay engaged with your team in a remote setup?
Has remote work helped or hurt your focus and output?
What tools or routines help your performance at home?
Should performance reviews include different questions for remote reps?
What would make hybrid work smoother or more fair across the team?
What’s one thing that improves your remote work experience each week?

What’s next? AKA what a good performance review process looks like

Now that you have the best performance review questions in hand, the next step is making the process work every time.

Apart from often being a meeting, a good performance review is also a system that should be fair and useful for both the employee and the manager. It should help you gain valuable insights, track employee’s strengths, and spot what needs work. And most of all, it should lead to action.

So what should it include?

A clear structure with the right timing (quarterly, yearly, or pulse reviews)
The best performance review questions, not generic ones
A mix of employee review questions, manager notes, and sales performance data
Space to talk about employee engagement, skills, goals, and wellbeing
A simple way to collect feedback and turn it into next steps

To do this well, you need the right tool.

SurveyLab makes it easy to conduct performance reviews that actually help your team grow. Whether you want to run full sales performance evaluations, short check-ins, or full 360° feedback, SurveyLab gives you the flexibility to do it your way, without using spreadsheets or emails.

Create employee review forms with your own questions
Run sales performance review examples across the whole team
Track results and trends over time
Collect anonymous feedback and open answers
Focus on employee’s strengths and performance metrics
Export results, share reports, and measure progress easily

SurveyLab is 100% online, easy to start, and built for real HR and sales teams. No software needed. No IT setup. Just smart reviews that help your people grow.

Try SurveyLab for free and start building better feedback today.

A tool you can use to ask sales performance review questions - SurveyLab

Conclusion

Performance reviews aren’t a task on your to-do list. They’re a signal to your team and your company that growth matters here.

The best sales teams in 2025 are listening more and giving better feedback. They’re not asking “Did you hit quota?”. They’re asking what’s holding you back, and how can we help?

But that kind of culture doesn’t build itself. It takes the right questions and the right tools.

That’s where SurveyLab steps in, making it easier to ask the right things and act on the answers.

👉 Ready to go beyond forms and build a smarter review culture? Try SurveyLab for free and start turning feedback into growth, one question at a time.