Performance Management

Top 100 Performance Review Questions You Should Ask Your Supervisor for Career Growth

Wraps up in 18 Minutes

Author: Gavin Altus

Published On April 21, 2026

Let’s be honest, performance reviews can feel a bit like going to the dentist.

You know it’s important, you know it’ll probably be fine, and yet somehow your palms are sweaty the moment you walk into that meeting room.

But here’s the thing: your annual (or quarterly) performance review is one of the most valuable career tools at your disposal, and most Australians underutilise it completely.

Instead of sitting there nodding along, taking your feedback like a pro, and then bolting the moment it’s over, imagine walking into that meeting armed with sharp, well-thought-out questions that shift the dynamic entirely.

Suddenly, you’re not just a passive participant, you’re an active driver of your own career growth.

According to research from Leapsome, only 46% of employees feel satisfied with their career development opportunities at their current organisation.

That’s a significant gap between what workers want and what they’re getting. One of the easiest ways to close that gap? Ask the right questions.

This post gives you 100 powerful and practical performance review questions for supervisors which workers can ask them, organised by category, so you can pick the ones that matter most to your current situation.

Whether you’re gunning for a promotion, navigating a rocky patch at work, or simply trying to understand where you stand, there’s something here for every Australian professional.

Why Asking Questions in Your Performance Review Actually Matters

Most people treat performance reviews as a one-way street.

Your manager talks. You listen. You nod. You leave.

But according to Indeed Australia, knowing the best questions to ask in a performance review shows your manager that you are proactive and committed.

It signals that you take your role seriously and that you’re invested in growing, not just getting by.

Here’s what the data says:

Gallup reports that companies investing strategically in employee development see 11% higher profits and double the retention rates. (Source: Gallup Q12 Research)
Deloitte’s 2025 Global Human Capital Trends survey found that only 26% of organisations say their managers are highly effective at enabling team performance.
A Leapsome study revealed a stark ‘feedback gap’ 70% of managers think they gave constructive feedback in the past week, yet only 37% of individual contributors agree.

These numbers tell us something uncomfortable: even the most well-intentioned managers drop the ball. Your job is to help them help you.

And the best way to do that is to arrive at your review prepared, curious, and ready to have a real conversation.

How to Use This List of Performance Review Questions

Don’t try to ask all 100. Seriously. That would be weird, and your manager would need a coffee drip just to get through it.

Instead, pick 5-10 questions from the categories most relevant to where you are in your career right now. Review them the night before. Jot them down. Walk in confidently.

Pro Tip: Bring a notebook or open a note on your phone. Write down your supervisor’s answers. Following up on those answers after the review shows real professionalism.

1. Performance Review Questions About Your Overall Performance

These are your foundational questions. Start here to get a clear, honest picture of where you stand.

Goal: Understand how your work is perceived, where you’ve excelled, and where there’s room to improve.

1. How would you assess my overall performance over the past [six months/year]?
2. What are the biggest strengths I bring to our team?
3. Are there specific moments in the past review period where I exceeded expectations?
4. What are the three areas you’d most like to see me improve in?
5. Do you feel I consistently meet the expectations of my role?
6. How has my performance compared to previous review periods?
7. Have you noticed any patterns, positive or negative, in how I approach my work?
8. What would ‘exceptional’ performance look like in my role compared to what I’m doing now?
9. Are there any recurring challenges you’ve observed in my work that I may not be aware of?
10. What do my colleagues or stakeholders say about working with me?

2. Performance Review Questions About Career Growth and Progression

These are the big ones. These questions show your supervisor that you’re thinking long-term and that you’re serious about your career trajectory.

Goal: Identify opportunities for advancement, understand what promotion looks like, and map your career path within the organisation.

11. What does a realistic career progression path look like for someone in my role?
12. What would I need to achieve to be considered for a promotion in the next 12 months?
13. Are there any roles within the organisation that you think I’d be well-suited for in the future?
14. What skills or qualifications do I need to develop to reach the next level?
15. Who within the organisation should I be building relationships with to support my career growth?
16. Do you see me in a leadership role in the future? If so, what does that path look like?
17. Are there any projects coming up that would give me visibility or new responsibilities?
18. How does the company typically support employees who want to advance into senior roles?
19. What have other successful people in my position done to progress here?
20. Is there a formal career development plan we can put together?

3. Performance Review Questions About Feedback and Communication

Good feedback is a gift, but you must actively ask for it. Most managers won’t volunteer their most candid observations unless you make it safe to do so.

Goal: Open honest two-way dialogue, understand how your communication lands with others, and get real-time improvement insights.

21. What’s the most important piece of feedback you have for me that you haven’t yet shared?
22. Is there anything I do that unintentionally creates problems for you or the team?
23. How would you describe my communication style, and is it effective?
24. Do I keep you informed enough about my work and progress?
25. How do you prefer to receive updates from me: email, verbal check-ins, or something else?
26. Are there times when I’ve miscommunicated or missed the mark in how I delivered information?
27. How well do I handle constructive criticism from you or others?
28. Do I ask for help when I need it, or do I tend to struggle in silence?
29. Am I transparent enough with you about the challenges I’m facing?
30. Is there a better way I could structure our regular check-ins to be more useful for both of us?

4. Performance Review Questions About Goals and Expectations

Misaligned expectations are among the most common sources of workplace frustration.

These questions help you get crystal clear on what success looks like in your role.

Goal: Clarify expectations, align on KPIs, and ensure you and your manager are on the same page.

31. What specific performance metrics do you use to evaluate my work?
32. How does my work directly contribute to the overall goals of the team and organisation?
33. Are there key performance indicators (KPIs) I should be focusing on more than I currently am?
34. What does success look like in my role over the next six months?
35. Are there any expectations you have of me that I may not be fully meeting?
36. How can I better align my daily work with our team’s overall objectives?
37. Are the goals set for me realistic, given the resources and support currently available?
38. How much autonomy do I have in deciding how I achieve my goals?
39. If priorities shift, how would you like me to manage and communicate that?
40. What are your top priorities for our team in the next quarter, and how can I best support them?

5. Performance Review Questions About Skills Development and Learning

The world of work is changing faster than ever. Upskilling is no longer optional; it’s essential.

These questions help you figure out exactly where to invest your development efforts.

Goal: Identify skill gaps, access professional development opportunities, and stay relevant in a changing workplace.

41. What skills do you think are most important for my role in the next 1–2 years?
42. Are there any training programs, courses, or conferences the company would support me in attending?
43. What technical skills should I prioritise developing right now?
44. Are there any soft skills you feel I need to work on?
45. Would the company support me in pursuing further qualifications or certifications?
46. Is there someone in the organisation who could mentor me in a specific area of development?
47. What learning resources do high-performers in our organisation typically use?
48. How does the organisation typically invest in employee development and upskilling?
49. Are there cross-functional opportunities where I could develop skills outside my current role?
50. What’s one skill that, if I mastered it, would make the biggest difference to my career here?

6. Performance Review Questions About Leadership and Influence

Whether you want to manage a team or simply increase your influence as an individual contributor, these questions help you understand how you come across as a leader and what it takes to grow into one.

Goal: Gauge leadership readiness, understand how to build influence, and identify leadership development pathways.

51. Do you see leadership potential in me? What gives you that impression?
52. How do my peers and junior colleagues respond to my leadership style?
53. What would I need to demonstrate to take on greater leadership responsibilities?
54. Are there opportunities to lead a project or initiative in the coming period?
55. How can I better support the development of junior team members?
56. Do I model the behaviours and values of the organisation well?
57. How do you think I handle conflict within the team?
58. Am I someone that other team members come to for guidance or advice?
59. What leadership books, frameworks, or styles do you think would benefit me?
60. How can I build more influence across different departments in the organisation?

7. Performance Review Questions About Team Dynamics and Collaboration

No one succeeds in isolation, especially not in Australian workplaces, where a strong team culture is often just as important as individual performance.

Goal: Understand your contribution to team cohesion, improve collaboration, and strengthen working relationships.

61. How do my colleagues describe what it’s like to work with me?
62. Do I contribute positively to team culture and morale?
63. Are there any team relationships I should be investing more effort into?
64. How effectively do I collaborate across departments or with other stakeholders?
65. Are there team dynamics I might be contributing to positively or negatively without realising it?
66. How can I be a better collaborator during high-pressure projects?
67. Do I support my teammates enough when they’re under pressure?
68. Have there been situations where my actions or decisions negatively impacted the team?
69. What does the team need more of from me in terms of collaboration?
70. How can I contribute more meaningfully to team meetings and strategic discussions?

8. Performance Review Questions About Compensation and Recognition

Money talk can be awkward, but your performance review is genuinely one of the most appropriate times to raise it.

Just make sure you’ve earned the right to ask and do it tactfully.

Goal: Understand compensation benchmarks, clarify what’s required for a salary review, and ensure your contributions are recognised.

71. Based on my current performance, am I in a strong position to discuss a salary review?
72. What would I need to achieve to be considered for an increase in the next review cycle?
73. How does my compensation compare to industry benchmarks for someone at my level?
74. Are there non-monetary benefits or opportunities I’m not currently taking advantage of?
75. How does the company recognise and reward high performance beyond salary?
76. Is there a formal process for requesting a salary review outside of the annual cycle?
77. Do I have a clear understanding of how bonuses or incentives are calculated for my role?
78. What’s the typical timeline between strong performance and a compensation adjustment?
79. Are there certifications or achievements that would directly impact my pay grade?
80. How does the organisation typically recognise employees who go above and beyond?

9. Performance Review Questions About Wellbeing and Work-Life Balance

Australian workers are increasingly placing wellbeing at the centre of career decisions.

These questions acknowledge that sustainable performance requires a human behind the work.

Goal: Address workload sustainability, identify support structures, and open a conversation about wellbeing at work.

81. Do you feel my current workload is sustainable in the long term?
82. Are there tasks or responsibilities I could delegate or reduce to work more effectively?
83. How does the organisation support employees who are experiencing burnout or overwhelm?
84. Do I set healthy boundaries around my work hours, and is that respected by the team?
85. Are there flexible working arrangements I could take better advantage of?
86. How does the team typically manage workload during periods of high pressure?
87. What resources or support does the company offer for mental health and well-being?
88. Is there anything about my working style that seems unsustainable to you?
89. How can I be more productive during my core working hours to create a better balance?
90. Does the company have any plans to review or adjust team resourcing to address workload concerns?

10. Performance Review Questions About the Company’s Future and Your Role in It

These questions show strategic thinking and genuine investment in the organisation’s success.

They also help you figure out whether the company is going in a direction that aligns with your own career goals.

Goal: Understand organisational direction, gauge job security, and align your efforts with the company’s strategic priorities.

91. Where do you see the company heading over the next 1–3 years?
92. How do you see my role evolving as the company grows or changes?
93. What are the biggest challenges facing our team or department right now?
94. Are there any upcoming structural changes I should be aware of that could affect my role?
95. How can I contribute more meaningfully to the company’s long-term strategic goals?
96. What does the company value most in its employees at this stage of its growth?
97. Are there any industry trends you think I should be keeping a closer eye on?
98. Is there anything about the future of the organisation that would be useful for me to know from a career planning perspective?
99. What can I do in my current role to make myself indispensable to the organisation?
100. If you were in my position, what would you be focused on doing differently right now?

Before You Walk into That Room: 5 Preparation Tips

Great questions alone won’t cut it. Here’s how to make the most of your performance review:

Prepare a one-page self-summary: List your key achievements, challenges, and goals since your last review. Hand it to your manager before the meeting so they can come prepared, too.
Review your job description: Check whether your day-to-day matches what’s on paper. If it’s drifted significantly, that’s worth discussing.
Come with specific examples: Vague statements like ‘I worked really hard this year’ carry no weight. Know your numbers, your wins, and your impact.
Listen actively: It’s easy to get defensive. Take notes, breathe, and treat every piece of feedback as data, not a personal attack.
Follow up in writing: After the meeting, send a brief email summarising key points and any actions agreed. It shows you’re serious and creates accountability on both sides.

Final Thoughts: Your Career Won’t Manage Itself

Performance reviews aren’t a formality to survive; they’re a strategic conversation to master.

The Australian workforce is competitive, fast-changing, and increasingly skills-driven.

The professionals who get ahead aren’t necessarily the ones working the longest hours; they’re the ones who communicate clearly, seek feedback actively, and take ownership of their career direction.

Use this list of 100 performance review questions as your starting point.

Customise it to your industry, your role, and where you are in your career journey.

And remember: the best question you can ask is the one that opens a real, honest conversation with your supervisor.

Because here’s the truth, your supervisor isn’t a mind reader.

If you want growth, support, recognition, and direction, you need to ask for it. And now, you’ve got exactly the questions to do that.

FAQs

1. What questions should I ask my manager in a performance review to stand out?

The questions that make the biggest impression are ones that focus on growth, strategy, and contribution, not just salary. Try asking: ‘What would exceptional performance look like in my role compared to where I am now?’ or ‘What can I do in my current role to make myself indispensable to the organisation?’ These questions signal that you’re thinking beyond your job description and positioning yourself as someone who thinks at the next level.

2. Is it appropriate to ask about a salary increase in a performance review in Australia?

Yes, absolutely, and your performance review is one of the most appropriate times to raise it. According to Indeed Australia, if you feel like you’re proving your value at work, a performance review is an appropriate time to discuss your compensation. The key is to frame the conversation around your achievements and ask what it would take to be considered for a review rather than leading with a dollar figure.

3. How many questions should I ask in a performance review?

Quality over quantity every time. Aim for 5–8 well-chosen questions, spread across the areas most relevant to your current situation. Trying to cram in too many questions turns your review into an interrogation rather than a productive conversation. Select your questions deliberately and leave room for the discussion to flow naturally.

4. What should I do if I disagree with feedback in my performance review?

Stay calm and be curious, not combative. Ask for specific examples to better understand the feedback ‘Can you walk me through a specific situation where you observed that?’ is a great way to prompt them. If you still disagree after hearing the details, it’s fine to respectfully share your perspective. Saying something like ‘I see it a bit differently, and I’d like to share my view’ is professional, assertive, and won’t damage the relationship. Avoid getting defensive or dismissive.

5. How often should performance reviews happen in Australian workplaces?

Traditionally, Australian organisations conduct formal performance reviews annually. However, leading research from Leapsome and others increasingly recommends quarterly or even monthly check-ins alongside the annual review. Regular check-ins help address issues in real time, keep goals aligned, and prevent the annual review from becoming a dreaded ‘big reveal.’ If your company only does annual reviews, you can proactively ask your manager for informal mid-year check-ins.

6. What’s the ‘feedback gap’ and how does it affect Australian workers?

The feedback gap refers to the disconnect between how managers perceive their feedback and how employees experience it. Leapsome research found that while 70% of managers believe they gave constructive feedback in the past week, only 37% of individual contributors agree. This gap is real and widespread. For Australian employees, this means you may be receiving less useful feedback than your manager thinks they’re giving. That’s precisely why asking direct, specific questions during your review is so important; it forces the feedback to be concrete and actionable.

7. What are good performance review questions to ask a supervisor about career development?

Some of the most effective career development questions include: ‘What would I need to achieve to be considered for a promotion in the next 12 months?’, ‘What skills or qualifications do I need to develop to reach the next level?’, and ‘Are there any projects coming up that would give me visibility or new responsibilities?’ These questions open specific, practical conversations about your career trajectory rather than leaving it vague.

8. Can I ask my supervisor how they evaluate my performance against others?

You can, but frame it carefully. Rather than asking ‘How do I compare to my colleagues?’ which can create an awkward competitive dynamic, try ‘What does top performance look like in a role like mine?’ or ‘What do your highest performers do differently?’ This gets you the benchmark information without putting your manager in an uncomfortable spot or inviting comparisons that may not be entirely fair.

Disclaimer: The information provided in this blog post is intended for general informational and career guidance purposes only. It does not constitute professional HR, legal, or employment advice. Workplace cultures, policies, and performance review processes vary significantly between Australian organisations and industries.