Your manager doesn’t give feedback on your job performance. When you seek input, he replies, “If there’s a problem, I’ll let you know.”
As a result, you remain in the dark about managing priorities, identifying ways to improve and deciphering how senior execs perceive you. Your frustration builds.
Consider this a test of your. You need to sell your boss on the win-win benefit of providing performance feedback.
Start by saying, “I enjoy my work and I’m good at it. But I strive for continual improvement and that’s why I need your input.”
If he still refuses, assume you’re a star—and make requests that reflect your presumed excellence at work. Say, “In the absence of any feedback, you’ve told me to assume that means you’re pleased. Great. In light of my strong performance, I’d like …”
Here’s where you can request more pay, time off or other perks. If the boss refuses, repeat your assumption that you’re doing great work. Eventually, he may offer a performance assessment and specify conditions you must meet to earn rewards.