When it’s time for a performance review, the spotlight is often on the feedback you receive from your manager. However, a performance review can be a golden opportunity to steer your career growth, clarify expectations, and align your objectives with your team and company goals.
To get the most out of this process, it’s crucial to ask the right questions that can lead to valuable insights and constructive plans for your future at the company.
Feedback on Past Performance
- Can you highlight what aspects of my performance met or exceeded expectations this past year?
- In which areas do you think I need improvement based on my recent performance?
- Could you provide specific examples of when I performed particularly well?
- Are there any skills or behaviors you believe I should focus on for better results?
- How does my performance compare to the team’s overall progress?
- What impact did my contributions have on the team or company’s goals?
- Was there a project or task where you think I excelled, and can you explain why?
- Did you notice any consistent strengths in my performance you can point out?
- Are there any success metrics or achievements that particularly stood out to you?
- Can you share your thoughts on my problem-solving and decision-making abilities during the review period?
- How has my work quality evolved or improved over the time period in review?
- Could you identify any habits that positively affected my work?
- Were there any instances where I could’ve handled a situation better?
- What feedback have you received from others about my performance?
- Is there an area of performance not currently measured that you think is worth considering?
- How effective have my communication and collaboration been with the team?
- In regard to customer feedback, what have you observed about my service delivery?
- What do you think I should stop, start, or continue doing?
- How did my adaptability to change reflect in my work outputs?
- From your perspective, what was the most valuable contribution I made to the team?
Professional Development and Growth
- What skills or knowledge should I acquire to align with the future goals of the department?
- Can you recommend any specific training or courses that would benefit my career growth?
- How do you see my role evolving in the next year based on my current trajectory?
- What opportunities are there for advancement within the team or company?
- How can I better align my professional goals with the company’s objectives?
- In what ways can I take on more responsibility in my current position?
- Are there opportunities for mentorship or to mentor others in our team?
- What are the key qualifications for advancing to the next level in my career path here?
- How can I contribute to projects that are critical for the company’s success?
- Could you share your own experiences or advice on career advancement within the industry?
- What roles within the company should I consider for future growth?
- What are some challenges you foresee in my professional development?
- Are there specific industry trends I should be aware of for career advancement?
- How does the company support continuous learning and development?
- What performance indicators should I focus on to become eligible for a promotion?
- Can we discuss setting up a structured career development plan?
- How can I expand my professional network within the company?
- What leadership qualities do you think I should develop?
- How can I better leverage my strengths for career progression?
- Is there a departmental movement that could offer broadened experience and growth?
Setting Future Objectives
- What are the primary goals for our team in the coming year, and how can I contribute?
- Can you help me set measurable and achievable goals for the next review period?
- What company-wide projects could I participate in to help meet these objectives?
- How do you suggest I prioritize my work to align with these future goals?
- Can we discuss setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives?
- What are the short-term targets I should be aiming for in my role?
- How will my performance be evaluated in relation to the objectives we set today?
- Are there any new technologies or methodologies I should incorporate into my work to meet future objectives?
- How can I help solve ongoing challenges faced by our team?
- What new tasks or projects do you recommend I take on to achieve these goals?
- Can we establish a timeline for reassessing the goals we set today?
- How often would you like to review progress on these new objectives?
- What are the potential obstacles we foresee, and how can I prepare to tackle them?
- Is there an opportunity to lead an initiative that pertains to our objectives?
- How can I align my personal goals with these new objectives for the benefit of our team?
- In what way can we track the progress of the objectives on an ongoing basis?
- Are there any collaboration opportunities on the horizon that relate to our goals?
- How can I incorporate feedback into achieving future objectives?
- Can we identify key performance indicators now for these future goals?
- What role do you see me playing in the strategic plans for our department?
Understanding Expectations
- Can you clarify the top priorities for my role in the upcoming months?
- How do you define success in my position?
- What are the expectations regarding my role’s adaptability to potential changes in the company?
- Could you provide clarity on the aspects of my job you consider most critical?
- How frequently would you like updates or check-ins on daily work and projects?
- Are there any specific benchmarks I should be aiming to meet or exceed?
- What are the non-negotiables in terms of my performance and behavior?
- Can we discuss the balance between quality and quantity in my work outputs?
- How can I improve in aligning with the company’s vision and values?
- Are there expectations regarding cross-departmental collaboration I should be aware of?
- What is the preferred method of communication for discussing ongoing tasks and objectives?
- How should I approach autonomy and decision-making in my role?
- What level of initiative is expected from someone in my position?
- In terms of workload, what does a balanced week look like for my role?
- Can we define what you see as ‘going above and beyond’ in my job?
- What expectations do you have for my role regarding team leadership and support?
- Can you specify the metrics by which my job performance will be most critically assessed?
- What kind of problem-solving approaches do you expect me to take?
- How can I better meet your expectations in terms of professional demeanor and presence?
- What strategies should I employ to ensure I meet deadlines and expectations with consistency?
Discussing Support and Resources
- Are there resources or tools available that can help enhance my performance?
- How can management support me in achieving the goals we’ve set today?
- Can you provide any additional coaching or feedback sessions to aid my development?
- Are there opportunities for cross-functional training to broaden my skill set?
- What is the process for requesting additional support on challenging projects?
- Can the company provide access to any professional associations or events that could aid in my development?
- How does the company plan to invest in the technology and tools necessary for my role?
- Is there budget set aside for the team’s professional development and can I access it?
- Are there company-wide initiatives or committees I can join to expand my experience?
- How can I best approach workload balancing and time management support?
- What’s the best way to seek assistance when confronted with roadblocks in projects?
- How can I ensure the support I receive is in line with my individual learning style?
- Are there mentorship programs available that match my career aspirations?
- Can we discuss flexible working arrangements if required for my productivity or work-life balance?
- Is there a clear process to follow when I need external resources to complete a task?
- What is the feedback loop like between staff and management to ensure ongoing support?
- Will I have opportunities to collaborate with subject matter experts within the company?
- How does the company’s current financial health impact the resources available to my department?
- Are there any plans to upgrade hardware or software that is integral to my work?
- What policies are in place to assist employees in handling stress and preventing burnout?
Frequently Asked Questions
How can I address my weaknesses during a performance review?
Addressing weaknesses during a performance review starts with acknowledging areas where improvement is needed. Ask your manager for specific examples and their recommendations on how to overcome these challenges. Show a willingness to learn and ask about resources or support that could help you develop in those areas.
Can I ask for feedback from other team members to be included in my performance review?
Yes, you can ask your manager if it’s possible to include 360-degree feedback from your colleagues. This can provide a well-rounded view of your performance and impact on the team, which can be helpful for personal and professional development.
Final Thoughts
Performance reviews shouldn’t leave you with more questions than answers. By proactively discussing your past performance, aspirations for development, and future goals, you lay the groundwork for success and ensure you and your manager are on the same page.
Remember, a performance review is a two-way street that requires you to be an engaged participant to reap the benefits truly.
