Best Questions To Ask At Your Performance Review

1. What do you see as the next steps in my career growths?

Swallow that pride of yours and face the fact that you’re NOT at the apex of your career. There is ALWAYS room for growth and a ‘Next Step’ for you. Consider what it is you need to do to get to that ‘Next Step’. Is it additional management training, learning a technical or new software skill, taking on higher-profile projects? All of these suggestions are great ways to move forward professionally.

Listing your ‘personal growth areas’ is a complicated topic. Come prepared and narrow down three career strengths and career weaknesses. Ideally, these six specific skill sets are what you should focus on the coming months to further your career goals.

2. What do you think went well this year?

Time to talk about the positives! You’ll have the occasional boss who’s the definition of a brick wall, lousy at expressing their appreciation. If you have one of those bosses, ask about the positive aspects of your career so far. It’s always practical to know what you’re doing well and which skill set pleases your manager. Use this as a basis to see how you can improve these talents further.

3. What should I do differently?

No one likes to hear constructive criticism. It’s a mega hit to your ego. Nevertheless, asking about what you should do differently next year is a more pragmatic approach to starting your peer review. To admit your faults is a sign of humility. Additionally, finding out what areas are lacking in your career can assist you in the long run. You know exactly which skill sets need the most attention after your performance.

4. What could I do to improve my rating in this area next year?

So you’ve received a particularly low rating on a specific work attribute. Now is the chance to see what you can do to raise it and discover the solutions to do so. When there’s a will, there’s a way!

Don’t see your boss as an enemy. See them as an ally and work together. Find ways to see what you can do differently next time. Understanding the change desired from your employer is more productive than arguing. Additionally, showing personal flexibility demonstrates a determination to improve yourself for the upcoming months.

5. How can I be more helpful to other people on the team?

It’s time to discover how your peers perceive you. Yes, it’s as nerve-wracking as it sounds. Hearing criticism from your employer is one thing, but discovering what your work colleagues think of you is another.

Work groups are interdependent. Even if you have great friendships with your colleagues within and outside of the office, your working relationships are VERY different. Your manager may see opportunities for the team to be more collaborative. Thus, asking this question is a crucial message to show that you aren’t just concerned with improving yourself, but also willing to advance the work environment of your peers.

6. What are you and the company’s most important goals for the coming year?

Surveys prove employees who are aware of their manager’s and the company’s goals are more successful in furthering their personal career growth.

Ask about your boss’s priorities and what they expect of you as an employee. Clarify your boss’s role and assess how your position affects theirs. Understand the chain of command within your company. Only then are you able to evaluate your career growth and where you fit within the company.

7. What can I do to make your job easier?

To further your career, you need to determine how far your willing to adjust your work habits. Your performance review is the best way to discover how and in what way you can make your employer’s job easier. Confirming your flexible nature affirms your willingness to develop your career goals and of course, your relationship with your workmates.

8. What other career opportunities do you see for someone with my background?

If you hope to develop a career path with your current organisation, then it is imperative that you initiate that discussion in your performance review. Inquire about future opportunities available and demonstrate interest and enthusiasm in the company. Discuss job openings similar to your role. Don’t wait for someone else to find an opportunity for you.

9. What would you like me to bring before my next performance review?

The question about future goals has stumped employees for decades. You need to make sure you’re crystal clear on the concrete goals your employer wants you to fulfil for the upcoming months. You can’t meet or exceed your boss’s expectations if you don’t know what they are.

It might be helpful to make a list of achieved skills and tasks from the months prior. Use this as a comparison guideline to assess what you can do to better these skills.

10. I’m enjoying working with the company. What timeline are you thinking about in terms of raises or promotions, and what can I do to get there?

This question is always a funny one. Your review isn’t your transition to bonuses. However, you can use your performance review as an opening. Use it as an opportunity to let your bosses know how committed you are to your growth within the company. Once you’ve outlined your future goals, ask about a timeline for getting to that next step.

11. What timeline did you have in mind for our next informal check review?

Informal or formal, it’s ideal to establish a method to track your growth at work. Annual performance reviews are helpful, but they’re not enough.

Ideally, you should have weekly one on one sessions, quarterly meetings to discuss your performance and your progress towards your agreed-upon goals. There’s no harm asking questions! A pro tip for any employee — there is no such thing as a stupid question. You never learn from your past mistakes or progress through you career if you don’t ask questions!