7 questions to ask at your review
When it comes to performance reviews, “annual” is out and more is definitely better. Reviews offer you an opportunity to “highlight accomplishments, identify future career goals and make a case for a raise or promotion,” says Diane Domeyer, executive director of OfficeTeam.
Thirty-nine percent of executives say their companies schedule review meetings twice a year or quarterly, up from 29% in 2002, according to a recent OfficeTeam survey.
Keep the conversation focused and productive by arming yourself with a few insightful questions, since not every boss is a whiz at conducting reviews. Seven questions to ask:
1. What do you think went well this year? Some managers are lousy at expressing appreciation without some coaxing on your part. By asking this question, you’ll draw out specific, positive comments.
2. What do you think I should do differently next year? If your boss is uncomfortable giving critical feedback, this question will often help you learn what he’s really thinking.
3. What are your most important goals for the coming year? Surveys show that most employees really don’t understand their managers’ goals.
4. What else can I do to make your job easier?
5. How will our business change in the future and what challenges do we face? This sends the message that you see beyond your own daily work.
6. What new knowledge or skills do you think I may need to develop? This will help you plan for your own professional development. Or, if your job is changing in undesirable ways, you may need to rethink your career plan.
7. What career opportunities do you see for someone with my background? If you hope to develop a career path in your current organization, you need to initiate that discussion.
Thirty-nine percent of executives say their companies schedule review meetings twice a year or quarterly, up from 29% in 2002, according to a recent OfficeTeam survey.
Keep the conversation focused and productive by arming yourself with a few insightful questions, since not every boss is a whiz at conducting reviews. Seven questions to ask:
1. What do you think went well this year? Some managers are lousy at expressing appreciation without some coaxing on your part. By asking this question, you’ll draw out specific, positive comments.
2. What do you think I should do differently next year? If your boss is uncomfortable giving critical feedback, this question will often help you learn what he’s really thinking.
3. What are your most important goals for the coming year? Surveys show that most employees really don’t understand their managers’ goals.
4. What else can I do to make your job easier?
5. How will our business change in the future and what challenges do we face? This sends the message that you see beyond your own daily work.
6. What new knowledge or skills do you think I may need to develop? This will help you plan for your own professional development. Or, if your job is changing in undesirable ways, you may need to rethink your career plan.
7. What career opportunities do you see for someone with my background? If you hope to develop a career path in your current organization, you need to initiate that discussion.
