Your performance review looks back at your last review period to assess your progress against agreed objectives or operational measures. Your performance review is also a great opportunity to give your boss feedback too. It is also very important to ask powerful questions in your Performance Review in order to spot future opportunities and understand the future of your role, department and organization. Here are eleven powerful questions to ask during your next performance review.
The first three questions are the simplest and most powerful of all. You should receive a lot of information with these few alone.
1. "What should I continue to do?"
2. "What should I stop doing?"
3. "What should I start to do?"
The next 8 are designed to draw out more specific information from your reviewer and to help you spot development opportunities and even more responsibilities you could take on.
4. "What personal goals will deliver the most value to our organization?"
5. If you're in a technical role then ask "What emerging technologies could I investigate and report back on their potential value to our organization?", or if you're in a management role ask "What emerging management practices could I investigate and report back on their potential value to our organization?"
6. "What criteria should I satisfy to move onto the next level in this organization?"
7. As your boss "What can I do to make you more successful?"
8. "How will my role align to company direction in the future?"
9. "I see that department [choose one!] is a big internal customer of our department, so how could I understand more about its contribution to the business and how I impact its effectiveness?"
10. "What impact has my training had on the department, and what further training should I take to add more value?" or "If external training isn't available, then what else should I consider?"
11. "Who do you think is a great role model for me in the organization?"
Try them out in your next Performance Review and see what impact they have!
The first three questions are the simplest and most powerful of all. You should receive a lot of information with these few alone.
1. "What should I continue to do?"
2. "What should I stop doing?"
3. "What should I start to do?"
The next 8 are designed to draw out more specific information from your reviewer and to help you spot development opportunities and even more responsibilities you could take on.
4. "What personal goals will deliver the most value to our organization?"
5. If you're in a technical role then ask "What emerging technologies could I investigate and report back on their potential value to our organization?", or if you're in a management role ask "What emerging management practices could I investigate and report back on their potential value to our organization?"
6. "What criteria should I satisfy to move onto the next level in this organization?"
7. As your boss "What can I do to make you more successful?"
8. "How will my role align to company direction in the future?"
9. "I see that department [choose one!] is a big internal customer of our department, so how could I understand more about its contribution to the business and how I impact its effectiveness?"
10. "What impact has my training had on the department, and what further training should I take to add more value?" or "If external training isn't available, then what else should I consider?"
11. "Who do you think is a great role model for me in the organization?"
Try them out in your next Performance Review and see what impact they have!
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