From seeing what you can do better to understanding more about your alignment, here are 13 answers to the question, “What are the best questions an employee can ask during their performance review?”


  • May I Have More Opportunities to Perform Better?
  • What Are the Options for Professional Development?
  • Where Do You See Me Going from Here?
  • Which Ways Have I Improved from Last Year?
  • Are There Any Areas I Should Spend More or Less Time on?
  • What Is One Way I Can Better Support My Team?
  • How Can I Best Serve My Manager?
  • What Goals Should I Work Toward?
  • Is There Anything I Need to Work on to Continue to Grow?
  • Can You Help Me Understand?
  • How May I Help the Company Grow?
  • What Would Make Me a Good Candidate for a Promotion?
  • Am I Still Aligned With the Company’s Purpose?

May I Have More Opportunities to Perform Better?

“Are there any opportunities that I could perform better in if I address my weaknesses?” The leader should analyze career opportunities, whether promotions or a field change, to determine if and how employees can overcome their weaknesses. 

Reflection with the leader can help employees solve their weaknesses and improve and develop their professional and personal life. Asking this question also shows the boss that the employee intends to build their career in the company, which can have a positive impact on their superiors’ perception.

Ricardo Von Groll, Manager, Talentify

What Are the Options for Professional Development?

Your company probably has a program in place to help you develop professionally, but you may never know about it if you don’t ask. When you ask this question, your boss will realize that you have ambition and a desire to grow with the business. 

This is an excellent opportunity for you to tell them how you would like to grow your career and explain how this would benefit the business. Your boss should be able to explain what provisions are in place to help employees develop and what is required to get you on the training required. 

They may be able to make recommendations and offer guidance to get your career moving upward at a rate that suits you. If your boss cannot provide any information on developing your career, you could make suggestions as to how this could be implemented for all employees.

Colin Palfrey, Chief Marketing Officer, Crediful

Where Do You See Me Going from Here?

Asking this question in a performance review provides an excellent opportunity for feedback. It encourages your employer to look at where you could be headed, as well as let them know you want to get there. 

This will allow for more specific feedback that you can apply to meet your goals. It may involve such strategies as learning new skills, continuing your education, building a network, seeking more leadership opportunities, or even becoming more involved in office culture. 

Asking your employer where they see you going will provide a great window into what you need to do, instead of just hoping it will happen.

Temoer Terry, Partner, Mommy Care Kit

Which Ways Have I Improved from Last Year?

Many people think asking about how they can improve is a significant question during a performance review. And while employees should always be looking for ways to get better, that question can quickly turn the conversation. 

Instead, ask this question: “In what ways have I improved from last year to this year?” The answer can help boost your confidence, celebrate what’s gone really well, and keep you motivated to keep growing. 

Of course, listening to feedback and ways you can improve should be a part of the conversation—and seen as constructive—but leaning the conversation in a more positive direction can help you walk away feeling good about the review.

Kelli Anderson, Career Coach, Resume Seed

Are There Any Areas I Should Spend More or Less Time On?

This question is ideal for re-prioritizing for success. It also shows to one’s manager that the individual is actively examining their own work process. No matter the response, both parties involved will have learned more and will probably see improved productivity.

Alexandre Robicquet, Co-Founder & CEO, Crossing Minds

What Is One Way I Can Better Support My Team?

Although performance review times are an opportunity to get feedback, this also opens the door for you to convey other important priorities to your leader. 

This question opens the door for you to communicate other areas of expertise or interest that have a positive impact on your team, your leader, and your personal growth. Be ready with ideas on areas you have identified where your skill set could be an asset and how these elements can be integrated into your goals in the next year.

Stacie Baird, Chief People Officer, Community Medical Services

How Can I Best Serve My Manager?

The question I would encourage every employee to ask their manager in a performance review is, “What can I do to make YOUR job easier?” 

In the German language, the word for humility is Demut. Translated literally, this word combines the notion of “Courage” (Mut) and “Service” (dienen). Ultimately, every employee is employed to deliver and create value through service. 

This service is provided to their colleagues, customers, and—of course—those placed in leadership positions. The path to the “top” in an organization may, paradoxically, be paved by the discipline of putting one’s own agenda and ambition down a notch, and seeking to humbly serve others.

Richard Howell, HR Lead, DACH Region, Nilfisk 

What Goals Should I Work Toward?

Asking for direction or clarification of goals shows you are interested in growing in your position and contributing to the company. Goals are a way to show your value to the company, as well as track your performance. Aligning your goals with the company goals motivates you because they may clarify how you contribute to the company.

Honey Olesen, Director of Operations, Atmosol

Is There Anything I Need to Work on to Continue to Grow?

Employees usually don’t look forward to performance reviews. Whether it’s fear, disappointment, or being critiqued, most folks can’t be blamed for disliking them. However, they’re also a great opportunity for discovering key insights about your work and how you fit in with the overall big picture. 

To get ahold of those insights, there are a number of questions you should be asking, but if you had to pick one, ask this: “What are the three things that I need to work on if I’m to continue to grow with the company?” The benefits of asking this question include enabling you to identify the key shortcomings that are standing in the way of future raises and promotions.

James Cooper, Resume Writer, LinkedIn Brand Strategist, & Former Technical Recruiter, Final Draft Resumes

Can You Help Me Understand? 

Employees should ask for very specific feedback during their performance reviews. Managers may skim the notes included with the review, but employees should walk away knowing exactly where they stand now and what their future looks like. 

If an employee receives a review that is vague or ambiguous, the best thing they can do is ask, “Can you help me understand why?” and allow the manager the chance to discuss specifics. 

Strengths, opportunities, and ideas for continuous improvement can be discussed in detail to ensure the employee understands the expectations and believes that the evaluation they received was fair and thorough.

Heather Karp, Director of Employee Services & Support, Goodwill of Southern Arizona

How May I Help the Company Grow?

During an employee’s performance review, the one question an employee should ask is, “How can I help the company grow?” This question shows the employee is interested in the company, not just in themselves. Company success is driven by its most significant asset: its employees. 

Each employee has their own “Superpower” (aka Signature Strength) to contribute to a company’s success. Therefore, keeping open lines of communication and collaboration is a win-win for everyone.

Karen Shepherd, Owner, HR by Karen

What Would Make Me a Good Candidate for a Promotion?

Prominent leaders grow future leaders! Managers should encourage growth within the organization as this will keep companies growing and thriving, and promote a brilliant company and employee culture. Stagnant leadership will hold companies back from success. Promoting from within will lead to employees being less likely to move around in their careers.

Brenda Sredanovich, Director, Human Resources, United Site Services

Am I Still Aligned With the Company’s Purpose?

It doesn’t matter how good you are or how hard you work; if you are not congruent with what the company has been raised for, there will be a smooth but very important gap between your performance and what they expect from you. Understanding this purpose will be the trigger for the best KPIs or OKRs.

Fabian Maldonado Ahumada, Human Resources Director & Co-Founder, ArtSumal