Your annual performance review should be just like a job interview. It's a two-way conversation, not a 30-minute session where you listen to your supervisor talk the entire time. You get feedback from your manager, you respond to that feedback and then your boss responds to you. This cycle continues until you both reach an understanding.
Because your performance review helps you gauge any praise and improvements, you need to ask your manager important questions. These questions help you work better, become a better team mate and let your boss know that you listened to what he had to say.
Make sure to ask, "What skills do I need to improve my daily performance?" Ask for specifics so you know precisely where to focus your efforts. Do you need to communicate better, earn more sales or show up 10 minutes earlier?
"How can I make my team better?" This question shows you are still a team player and you want help the company attain its goals. Hopefully your supervisor recognizes this and helps you to meet your goals in kind.
"What career opportunities do you see for me at this company?" This is a straightforward question, and a fair one, too. Most employees ask about promotions, raises and taking your position to the next level. Your annual review is the perfect time to ask about the possibilities for advancement, especially if you knock the review out of the park.
One of the last questions to ask is, "When can we follow up?" This gives your boss time, say, 30 to 90 days, to evaluate your progress in a formal or informal way. Your supervisor can schedule 10 to 15 minutes sometime in the future to discuss how you improved since the previous review. Annual reviews are standard, but employees should have more regular reviews so managers can steer them in the right direction.
Do not be afraid to ask questions during a review. Your queries show your boss that you care about your future with the company regardless of what happened over the previous year.
Photo Courtesy of David Castillo Dominici at FreeDigitalPhotos.net
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