Questions to Ask Boss During Performance Review
Questions to Ask Boss During Performance Review
Strategic questions to ask your manager during your performance review to clarify expectations, discuss growth opportunities, address concerns, and position yourself for advancement.
1What do you see as my biggest strengths and contributions this year?
What do you see as my biggest strengths and contributions this year?
Reinforces what you should continue doing and where you add most value.
2Where do you think I have the most room for improvement?
Where do you think I have the most room for improvement?
Gets honest feedback on growth areas—critical for development.
3How does my performance compare to expectations for my role?
How does my performance compare to expectations for my role?
Clarifies whether you're meeting, exceeding, or falling short of standards.
4What specific skills or competencies should I focus on developing?
What specific skills or competencies should I focus on developing?
Directs your professional development toward what matters most.
5Are there any concerns about my performance that I should address?
Are there any concerns about my performance that I should address?
Surfaces issues before they become serious problems.
6What are the priorities for my role over the next six months?
What are the priorities for my role over the next six months?
Aligns your focus with team and organizational goals.
7How can I better support you and the team's objectives?
How can I better support you and the team's objectives?
Shows initiative and desire to contribute strategically.
8What opportunities exist for me to take on new challenges or responsibilities?
What opportunities exist for me to take on new challenges or responsibilities?
Signals ambition and readiness to grow.
9What would success look like for me over the next year?
What would success look like for me over the next year?
Establishes clear targets and measurable outcomes.
10Are there training or development programs you recommend for my growth?
Are there training or development programs you recommend for my growth?
Identifies resources and company-supported learning opportunities.
11How do you see my career progressing within the company?
How do you see my career progressing within the company?
Opens conversation about advancement paths and timeline.
12What can I do to position myself for a promotion or salary increase?
What can I do to position myself for a promotion or salary increase?
Gets specific criteria for advancement and compensation growth.
13How would you describe my impact on team culture and collaboration?
How would you describe my impact on team culture and collaboration?
Assesses your soft skills and interpersonal contributions.
14What feedback have you received from others about my work?
What feedback have you received from others about my work?
Uncovers how peers and stakeholders perceive you.
15Are there projects or initiatives where you'd like me to take a larger role?
Are there projects or initiatives where you'd like me to take a larger role?
Shows eagerness to contribute and build visibility.
16How can I improve my communication or collaboration with the team?
How can I improve my communication or collaboration with the team?
Addresses a common development area proactively.
17What should I start doing, stop doing, or continue doing?
What should I start doing, stop doing, or continue doing?
Simple framework for actionable feedback.
18How does my compensation compare to market rates for my role and performance?
How does my compensation compare to market rates for my role and performance?
Opens salary discussion based on value and market conditions.
19What are your expectations for me between now and our next review?
What are your expectations for me between now and our next review?
Sets clear goals and accountability for the next period.
20Is there anything else you think I should know or any other feedback?
Is there anything else you think I should know or any other feedback?
Invites additional thoughts and unspoken concerns.
Want to learn more?
Making the Most of Your Performance Review
Want to learn more?
Making the Most of Your Performance Review
Best Practices
Prepare Your Own Self-Assessment
Document your accomplishments, challenges, and goals—come prepared with examples and data.
Listen More Than You Defend
Resist the urge to justify every critique—be open to feedback and ask clarifying questions.
Follow Up in Writing
Summarize key takeaways, agreed-upon goals, and action items in an email after the meeting.
Performance Review Structure
Key Discussion Areas
Common Pitfalls
Being Passive or Unprepared
Reviews are your chance to advocate for yourself—come ready with questions and examples.
Getting Defensive About Feedback
Criticism is hard to hear, but growth requires accepting areas for improvement.