Top Questions To Ask Managers During Performance Reviews

Preparing for a performance review can be daunting, especially if it feels like a one-sided evaluation. However, by approaching the conversation collaboratively, you can transform the experience into a valuable opportunity for growth. Asking thoughtful questions not only clarifies your manager’s expectations but also opens the door for constructive feedback and career development. In the following sections, we’ll explore performance review questions to ask your manager, explaining why they’re effective and providing follow-up questions to help you gain deeper insights, set meaningful goals, and enhance your work-life balance.

What is a performance review and how do they work? 

A performance review is a regular check-in to see how well you're doing in your job. Typically conducted once or twice a year, it’s a chance for you and your manager to talk about your achievements, areas where you could improve, and how you’ve contributed to the team.

• Preparation: Before the review, you’ll both get ready. You might fill out a self-assessment, and your manager will look over your performance, including any feedback from others.
• Review meeting: In the meeting, you and your manager will discuss your performance over the past period. This includes what you’ve done well, areas to work on, and any feedback from colleagues or clients.
• Setting goals: You’ll set goals for the next review period, focusing on areas for growth or new responsibilities.
• Development plan: You’ll also create a plan for your development, which might involve training, mentoring, or new opportunities.
• Feedback and documentation: Finally, everything is documented and signed off by both of you. This helps keep track of your progress and the goals you’ve set.

Performance reviews are meant to give feedback, celebrate your successes, address any challenges, and make sure your goals align with what the company needs. Consider several important areas of focus and identify which questions to ask during an annual review.

Strengths and weaknesses

Discussing key strengths and areas of improvement allows both manager and employee to come up with an actionable list of development objectives to review and update throughout the year. Understanding these aspects of your performance can help you capitalize on your strengths and work on areas that need improvement, which can help make you a more effective employee. These are two of the most powerful questions to ask during your performance review.

What areas of my work do you think I excel in?

Research from Current Psychology indicates that companies that focus on employee strengths can greatly improve their job performance and engagement. When employees used their strengths more, their performance, teamwork, and overall job satisfaction improved significantly, especially with a longer, more thorough feedback process.

Knowing your strengths can help you leverage them to be more effective in your role and contribute even more to your team. You're more likely to take on new challenges and responsibilities when you feel confident in your abilities. By identifying potential areas for growth, you can set actionable goals that push you to excel in your career. 

What areas of my work do you think I could improve on?

We all want to do our best at our jobs, so ask your manager about ways you can grow during your performance evaluation. By identifying your areas for improvement, you can prioritize working on specific skills or behaviors that could be holding you back from reaching your full potential. 

Bring up areas such as communication, time management, and teamwork if your manager doesn't cover them, as these are key skills that often need improvement—such as conveying ideas clearly, managing time effectively, and collaborating well with others. Remember, we're all a work in progress, and acknowledging areas where we can improve is a crucial step toward success.

Are there any skills that you think I should develop further to excel in my role?

Requesting your manager’s insights on skills to develop demonstrates strength and commitment, not weakness. It highlights your dedication to reaching your career goals and contributing to the company’s mission. Your passion for continuous learning demonstrates that you’re proactive about your professional development  

Practice active listening to absorb valuable insights into skill sets that could help you achieve your next promotion, including recommended training or resources to help you nurture those skills. Set the stage for an even more successful employee evaluation with the goal of achieving a promotion within the next year.

How do you measure my progress?

This is a good starting question for feedback on performance. Where onboarding sets you up for success through in-depth training, you may not have clear insight into how your progress is measured when it comes to meeting goals. Some key performance indicators (KPIs) are more subjective, such as soft skills necessary for client interaction.

Ask questions to understand the review process. When you understand the criteria your boss uses to evaluate employee performance, you can focus on these guidelines to self-evaluate your performance and set actionable goals for your performance every quarter. When your next performance review rolls around again, you can be better prepared, provide targeted self-assessments, and identify distinct goals with your manager.

Personal goals

Setting clear goals in an employee development plan is key to professional growth. Asking your manager for input on goals aligns your objectives with the team’s needs, keeps you focused, and highlights your value to the company.

Are there any areas that you would like me to focus on in the next performance cycle?

Your manager may have a particular project or task in mind that aligns with your strengths or is a priority for the company. Take initiative by outlining with your manager what you imagine would be the key first and second milestones and apply the feedback, along with these milestones, as you set SMART goals for the future. By focusing your efforts on these areas, you have the opportunity to showcase your commitment to company goals and make a more significant impact. When you address these points, you demonstrate your dedication to your role and your tenacity in self-driven growth.

Are there any new projects or tasks that you think I should take on to help me grow in my role?

Are there any specific areas of your job description that you haven’t explored with your tasks, yet? Are there any tasks outside of your job description that you’d like to learn more about? Don’t be afraid to proactively suggest these possibilities to your manager.

Also, consider whether you have the bandwidth to take on additional work and communicate any concerns or limitations to your manager. Asking for help with reprioritizing speaks to your concern for project success as well as your desire to strategize for growth.

By aligning the projects or tasks with your role expectations and team needs, you can gain valuable experience and new skills that can contribute to your professional development. Overall, approaching this question thoughtfully and strategically can open up opportunities for growth while balancing workload and personal goals.

How can I align my personal goals with potential career advancement opportunities within the company?

Start by briefly outlining your personal goals and why they matter to you. This provides a foundation for understanding how they fit into the broader picture. Be open to making adjustments based on feedback, as this shows flexibility and leadership potential.

Understanding how your goals fit with the company's objectives shows you’re invested in both personal and company growth. By exploring the company’s goals and challenges, you demonstrate a proactive approach, innovation, and readiness to contribute meaningfully.

You can also bring this up by saying: “I want to align my personal goals with career advancement opportunities here. Can we discuss how my goals fit with the company’s objectives and what steps I should take to align them?”

Resources and support

Understanding available resources helps you better plan your goals for the next review cycle. During your evaluation, discuss with your manager how they can support your progress. If coaching isn't available, consider asking for leadership training or skills that could benefit both your current role and the organization’s future needs, such as project management or conflict resolution. Many companies offer a learning budget to assist with professional development. An open conversation about your needs allows you to create a solid plan for growth and success.

Are there any training or development opportunities you think would be beneficial for improving my performance in my role or opening up leadership opportunities?

Training and development opportunities are essential for professional growth. As an employee, it's important to continuously develop your skills and knowledge to stay competitive in your field and to meet the changing needs of your job. Upskilling and reskilling is an important business growth strategy for 68% of companies to handle changes within the organization; 65% of employers also surveyed train employees on new technologies; and half of these companies also include soft skills training.

Your manager can suggest relevant training programs or resources to help you develop those skills. By taking advantage of technical skill training and growth opportunities, you can enhance your job performance, increase your value to the company, and position yourself for future career advancement. For example, you can learn to use generative AI as a brainstorming tool.  Ask your manager about training and development opportunities—especially if you’re interested in stepping up as a team leader.

Are there any specific resources or tools that I need to complete my tasks effectively?

Your company may offer discounts on technology or reading resources that might make your job a little easier, or your employer may look into that possibility. Your manager could also have insight about specific resources that are helpful for completing challenging tasks in your department. In a fast-paced environment, the “rules” are constantly changing, so it’s understandable if a resource may have been missed as you completed a task—or you may have never been presented with that resource.

When you take the time to dig into resources and tools, you can improve your productivity and create opportunities to innovate and make more meaningful contributions. That may involve taking short classes so you can catch up on best practices, such as HubSpot or Microsoft Copilot. It could also mean downloading certain web extensions that help your process flow more smoothly. By automating your workflow, you more effectively prioritize your attention on other tasks and professional development objectives.

Can we create a plan for regular check-ins to discuss my progress, including the support and resources I might need?

Your manager’s feedback is valuable for setting goals for your next performance cycle. Beyond tracking your own progress, having a structured plan can help you understand if you’re on track or need adjustments.

Your manager can take actionable steps to support your performance and professional development. A proactive manager might suggest career development opportunities, such as recommending a beneficial conference and ensuring you have time to attend. Don’t hesitate to request a monthly one-on-one to review your progress and refine your career path.

Team player

Showing commitment to team goals and collaboration involves actively supporting team objectives and suggesting ways to use your skills effectively. Highlight your role in improving deadlines and client interactions to show your commitment to team success. Also ask for input from your manager on how to enhance your contributions and improve in key areas to further demonstrate your dedication. Balancing these serious concerns with a positive attitude during your evaluation can make the process more constructive and less stressful for both you and your manager.

What specific actions can I take to support the team or organization better?

Show that you’re not only concerned with your individual performance but also with how you can specifically contribute to the success of the larger group. While ownership of your role is a key part of team success, collaboration with all the moving parts of a project is also essential. Your manager may provide further career coaching regarding regular communication or participation in interdepartmental progress meetings, for example.

Are there any areas where I can improve my communication or collaboration with my team?

Every employee has a unique communication style and working style. Whether you’re an introvert, extrovert, or a little bit of both doesn’t mean that you contribute less than anyone else. That also extends to different departments. Every department has its own set of best practices and modes of communication.

How close do you consider yourself to other people within your team? How connected are you with other teams? It may be worthwhile to ask your manager to learn more ways you might improve in working with other teams. That could mean scheduling a meeting with the manager of another team to share overviews of your respective processes. It’s also a great way to discuss whether your teams are clearly communicating updates and provide an opportunity to suggest mutual process improvements.

What changes could we make to improve our work environment, and how can I help with that?

Express that you're interested in understanding what changes the team could make to improve the work environment: "Are there specific areas where you think we could do better? Also, how can I contribute to these improvements?" 

You may have a few ideas that have not yet been considered. Suggest improvements and offer to help lead an initiative: "I have a few ideas that might not have been considered yet, such as introducing more flexible work hours or enhancing team collaboration tools."

Your manager, whether a veteran or new at the company, has unique insight into the team’s collective strengths and areas of improvement. Getting the bigger picture from their perspective can help you envision your contribution to realizing your ideal work environment, positively impacting company values and company culture.

Work-life balance

Source: Pixabay

Work-life balance is a topic that often comes up during job interviews but isn’t often discussed during employee performance reviews. Work-life balance can benefit employees by fostering increased health, happiness, and fulfillment. And it benefits employers, too—happy workers are loyal workers. Don’t be afraid to raise work-life balance concerns while you’re already employed, and discuss expectations and strategies for success. 

How do you maintain a healthy work-life balance and prevent burnout?

Your manager has climbed the corporate ladder and knows the challenges that come with each step. They're familiar with the company environment and its unique demands, which might relate to what you're experiencing, too. Asking about how they manage work-life balance gives you insight into how they handle challenges and helps you connect better.

Are there any areas where I can better manage my workload to reduce stress and improve my overall well-being?

An evaluation is also an opportunity to receive coaching from your boss on alternative strategies for managing your workload. Perhaps, it’s easier for you to start with smaller tasks and work up to more anxiety-inducing tasks, or you may need to break a bigger project down into workable goals. If a process improvement is necessary, this is a great area to bring it up.

Does the company offer flex-time or other benefits to boost well-being and productivity? Are there opportunities I might be missing out on?

More employers are recognizing the importance of flex time, which allows their time to balance personal needs or responsibilities, such as physical and mental health, caregiving, or attending doctor appointments. Amenities such as gym memberships, teledoc memberships, and stipends may satisfy concerns an employee may not have realized as needs. Take time to discuss these potential benefits with your employer while bringing up other considerations. Perhaps an ergonomic desk setup and Summer Fridays are an addition everyone can benefit from.

Collaborative performance reviews are key

Everyone's a little nervous when it comes to performance reviews, whether it’s a 90-day performance review or an annual performance review. Just as you’re researching feedback questions to ask managers, they’re also looking for the best questions to ask in a performance review as an employer. Your manager wants to provide the structure for individual success for every team member. When you both come to the table with thoughtful questions, a performance evaluation is nothing more than talking about how you can optimize your mutual success—not only furthering the company mission but encouraging you to shine your brightest as a professional.

Poor performance reviews are more often due to the need to improve collaboration and open communication. You know how you best work and you can identify your needs for professional development and work-life balance. As you progress in your current role, both employee and employer need to provide honest, empathetic, and open feedback to each other to ensure the objectives of your position are being successfully met. Beyond that, your career growth and job satisfaction also matter. These questions to ask your manager during a performance review can help you target each concern so that you contribute at the top of your game.

Working as an independent professional through Upwork can allow workers to find their best fit with an employer that gets it. Not on Upwork yet? Sign up today.