Hard to believe, but June is right around the corner…the midyear mark. Performance reviews can be awkward.  I felt like they were doctor appointments: the faster you were in and out, the better. But having a real conversation with your manager is more important than ever to make sure you’re both on the same page in terms of you.

Two types of questions I like to ask:

1. If you have development areas identified already with your manager, I like to ask “Did I get better, worse, or stay the same?” The follow up question is: “What did I do or not do to give you that impression?”  You want to know what behaviors changed your manager’s mind, as well as what might not have worked.
2. If you don’t really know what your manager thinks you need to work on (vague comments like “it’s great, keep doing what you’re doing!”, ask “What do you want to see me do more of and less of?”  That question almost always gets a reaction.

If your manager is still vague, go in with your own list of your top 3 strengths and your 3 development areas as a trial balloon. See if your manager agrees, and have a discussion about the behaviors that would change his or her impression.