When a self-appraisal or goal-setting form asks “What support do you need to achieve your goals?”, name the specific resources, people and changes that would help you reach each goal, and link each one to a result. A strong answer sounds like: “To lead the Q3 product launch, I’d like monthly check-ins with you, access to the project management course, and time with the design lead to learn the handoff process.”
Below is how to structure your answer, sample answers for different roles and goals, and what to avoid.
Why Managers Ask This Question
Appraisal forms ask about support because goals only happen if the obstacles are known. Your answer helps your manager:
- Plan resources: training budgets, tools, time and people.
- Spot blockers early, before they affect your results.
- Understand how you like to be managed, such as more feedback or more autonomy.
- Agree what they are committing to, so both of you can review it at the next check-in.
Leaving the box blank or writing “none” can suggest you haven’t thought about your goals. Asking for the right help is a sign of planning, not weakness.
How to Structure Your Answer
- Restate the goal. “To achieve my goal of…”
- Name the support. Training, coaching, tools, time, access to people or decisions, clearer priorities.
- Explain why. What gap it closes or what it makes possible.
- Offer your side. What you will do in return, so it reads as a partnership.
Types of Support You Can Ask For
| Support | Example request |
|---|---|
| Training | A course, certification or conference related to the goal |
| Coaching or mentoring | Regular time with a senior colleague who has done the work |
| Feedback | Monthly one-to-ones or feedback after key presentations |
| Time | Protected hours each week for a project or study |
| Tools and resources | Software, data access, equipment or budget |
| Exposure | Joining meetings, shadowing another team, presenting to leadership |
| Clarity | Clear priorities when goals compete, and decision rights |
| Workload balance | Handing off a routine task to make room for stretch work |
Sample Answers
Career development goal: “My goal is to move into a team lead role within the next year. To get there, I’d appreciate the chance to lead a small project, a place on the internal leadership course, and quarterly feedback from you on my people skills.”
Skill goal: “To build my data analysis skills, I’d like access to an online SQL course and two hours a week to practice on real reports. I’d also value a short review with the analytics team once I’ve built my first dashboard.”
Sales or target goal: “To reach my sales target, I need earlier access to the new pricing sheets, support from marketing on case studies for my key accounts, and a monthly pipeline review with you.”
Customer service goal: “To improve my first-contact resolution, I’d like refresher training on the billing system and a clear escalation contact in the finance team.”
New starter: “As I’m still learning the role, weekly check-ins for the next few months and a buddy on the team would help me get up to speed faster.”
Work-life balance or wellbeing: “To keep delivering at this level, I’d like to agree clearer priorities during peak periods so that urgent work doesn’t push out planned projects.”
What to Avoid
- “Nothing, I’m fine.” It closes the conversation and wastes a chance to get resources.
- Vague requests like “more support” or “better communication” without saying what that looks like.
- Complaints about people. Frame gaps as needs (“clearer handoffs from sales”) rather than blame.
- Unrealistic asks that ignore budget or business needs. Offer options instead.
- Support unrelated to your goals. Keep every request tied to a goal on the form.
Frequently Asked Questions
- What if I don’t need any support? You can still ask for feedback and check-ins, or mention that you would welcome a stretch opportunity. Most goals benefit from something.
- How long should my answer be? A few sentences per goal is enough. Be specific rather than long.
- Is it OK to ask for training that costs money? Yes. Explain how it links to the goal and the team’s results, and offer a lower-cost option if budgets are tight.
- How is this different from “What support do you need from your manager?” The appraisal version is about your goals for the year; the interview version is about how you like to be managed in general. The same structure works for both.