When an appraisal, engagement survey or one-to-one asks “What could your manager do to better support you?”, give one to three specific, constructive requests tied to your work, such as “Share priorities earlier so I can plan my week,” “Give me feedback after client presentations,” or “Include me in planning meetings for projects I’ll deliver.” Be honest, focus on actions rather than personality, and suggest what would help instead of only naming what’s wrong.
Below are example answers by situation, a simple formula, and how to handle the question if your relationship with your manager is difficult.
Why This Question Is Asked
Managers and HR teams use this question to learn what helps people do their best work and what gets in the way. A thoughtful answer can lead to clearer communication, better resources and a working relationship that suits you. It is also a chance to show you take ownership of your development.
A Simple Formula for Your Answer
- Start with what already works. “I appreciate that you’re always available when I’m stuck.”
- Name one or two specific actions. “It would help if…”
- Explain the benefit. “…so I can…”
Example: “I really value our weekly check-ins. It would help if we could agree priorities at the start of each month, so I can plan larger projects without last-minute changes.”
Example Answers by Situation
You want more feedback: “Regular feedback would help me improve faster. A quick comment after key meetings or deliverables, even two or three points, would make a big difference.”
Priorities keep changing: “When priorities shift, a short explanation of why and what can move would help me reorganize my work and keep other deadlines.”
You want to grow: “I’d like more stretch opportunities, such as leading a small project or presenting our results to the wider team. Your guidance on where I could take that on would be really helpful.”
You want more autonomy: “I feel ready to take more decisions on my own accounts. Agreeing which decisions I can make without sign-off would help me move faster.”
Workload is too high: “Help prioritizing when several urgent requests arrive at once would make a big difference, as would checking capacity before new tasks are added.”
You need recognition or visibility: “It would mean a lot if my work on key projects was mentioned to senior stakeholders, and if I could occasionally present it myself.”
Remote or hybrid work: “A regular video check-in and clearer written updates after meetings would help me stay aligned when I’m not in the office.”
Everything is going well: “I feel well supported. Continuing our regular one-to-ones and keeping me in mind for development opportunities would be the most helpful thing.”
Phrases You Can Use
- “It would help me if…”
- “I’d appreciate more…”
- “I work best when…”
- “One thing that would make a difference is…”
- “Going forward, could we try…”
If Your Relationship With Your Manager Is Difficult
- Stay factual. Describe situations and their effect (“Deadlines moved twice last month without notice, which delayed the report”) rather than personal judgments.
- Suggest a fix. Pair every problem with a practical request.
- Check who reads it. Some surveys are anonymous and go to HR; appraisal forms usually go to your manager. Adjust the level of detail accordingly.
- Raise serious issues properly. Harassment, discrimination or safety problems belong with HR or through your company’s formal process, not only in an appraisal box.
What to Avoid
- Saying “nothing” when there is something that would genuinely help.
- Criticizing personality (“You’re disorganized”) instead of describing actions.
- Long lists. One to three well-chosen points get acted on; ten do not.
- Requests you wouldn’t be comfortable discussing face to face afterward.
Frequently Asked Questions
- Is it risky to answer honestly? Constructive, specific requests are rarely held against anyone. Focus on what would help you perform better.
- How many points should I include? One to three is ideal.
- Can I say my manager already supports me well? Yes. Say what works and ask them to keep doing it, plus one small improvement if you can think of one.
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