If anything in a performance review is a surprise to the employee, the review process has failed. Continuous feedback throughout the year means the formal review is a summary, not a reveal.
Strong answers show: continuous feedback so reviews contain no surprises, clear expectations and measurable goals set in advance, balanced assessment of achievements and growth areas, development planning with concrete actions, and seeking 360-degree input. Best candidates discuss how they calibrate across the team and handle the emotional aspects of reviews.
Critical leadership skill. Leaders who dread giving reviews or write generic ones are not developing their people. Ask: "How do you handle a review where you and the employee significantly disagree on their performance?"