Asking questions is a fundamental part of communication in the workplace.
It’s a way to gain clarity, understand expectations, and foster a culture of open dialogue.
When interacting with your manager, asking the right questions can help you align your goals with those of the organization, improve your performance, and build a stronger relationship with your manager.
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Where and When to Ask a Manager Questions
When asking a manager questions, it’s important to consider the appropriate time and place.
Here are some general guidelines:
- Schedule a meeting: If you have a complex or sensitive question, it’s best to schedule a meeting with your manager. This allows both of you to allocate dedicated time to discuss the matter without interruptions.
- Use designated communication channels: If your question is not urgent or requires a brief response, you can use designated communication channels such as email or instant messaging platforms. Make sure to check your company’s communication guidelines to determine the appropriate channel to use.
- Avoid interrupting: Unless it’s an emergency or time-sensitive issue, try to avoid interrupting your manager during busy periods or when they are engaged in important tasks. Respect their time and prioritize your questions accordingly.
- Seek appropriate settings: If you have a quick question that doesn’t require a formal meeting, look for appropriate settings such as during a one-on-one meeting, in a designated “open-door” period, or during a scheduled team meeting where relevant topics are being discussed.
- Be mindful of confidentiality: If your question involves sensitive or confidential information, ensure you choose a private setting where you can have a discreet conversation with your manager.
Remember, every workplace is unique, so it’s always a good idea to familiarize yourself with your company’s specific guidelines and culture regarding communication and asking questions.
The best time and place to ask your manager questions largely depends on the nature of the question and the culture of your workplace.
However, there are two common scenarios where asking questions is particularly beneficial: during performance reviews and in one-on-one meetings.
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Performance Reviews: These are formal evaluations of your work, typically conducted annually or semi-annually. This is an ideal time to ask questions about your performance, future goals, and the company’s expectations.
One-on-One Meetings: These are less formal and more frequent, usually weekly or monthly. They provide an opportunity to ask questions about day-to-day tasks, project updates, and personal development.
Why It’s a Good Idea to Ask a Manager Questions
Asking questions demonstrates your engagement and commitment to your role. It shows that you’re proactive, interested in improving and investing in the success of the team and the company.
It also helps you to understand your manager’s perspective, expectations, and the company’s strategic direction.
15 Questions to Ask a Manager in a Performance Review
- How do you evaluate my performance over the past period?
- What are the areas where you think I excelled?
- Where do you see room for improvement in my performance?
- What are the key goals for me in the upcoming period?
- How can I better align my work with the company’s strategic goals?
- What skills should I focus on developing to improve my performance?
- How can I contribute more effectively to the team?
- What are the biggest challenges our team will face in the next period?
- How can I help address these challenges?
- What opportunities for professional growth do you see for me?
- How do you see my role evolving in the future?
- What are the performance metrics that matter most in my role?
- Can you provide examples of how I can exceed expectations in my role?
- What resources are available for me to improve my skills and performance?
- How can I better support you and the team?
15 Questions to Ask a Manager in a One-on-One Meeting
- What are the top priorities for our team this week/month?
- How can I best support these priorities?
- Are there any obstacles you foresee that could hinder our project’s progress?
- What can I do to help overcome these obstacles?
- How can I improve my collaboration with the team?
- Are there any changes in the company’s strategy or goals I should be aware of?
- What feedback do you have for me regarding my recent work?
- Is there anything I could do differently in my approach to my tasks?
- How can I better manage my workload?
- Are there any learning opportunities or training sessions coming up?
- What’s the best way for me to communicate with you?
- How can I help create a more positive team environment?
- Are there any company-wide initiatives or projects I could contribute to?
- What are some ways I can demonstrate leadership in my current role?
- How can I better balance my work and personal life?
Remember, the goal of asking these questions is to gain insight, improve your performance, master presentations, and build a stronger relationship with your manager.
Be open to feedback, and use it as a tool for growth and development.
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With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.