Too often, employees sit silently during their performance reviews while their supervisors do all the talking. It shouldn't be that way. Productive reviews are always two-way discussions.

Supervisors should make it clear at the beginning of the review that they don't expect to do all the talking. Then, they should ask the right questions to get the conversation going.

Here are 16 sample questions that supervisors can use to encourage employee participation during performance reviews, as suggested by Marie McIntyre, author of the Your Office Coach e-letter:

JOB RESPONSIBILITIES
1. What do you see as the major responsibilities of your job?
2. Which are most important? Least important? Why?
3. What takes the most time?
4. What do you like best about your job? Least?
5. What would you change about your job?

EXPECTATIONS/GOALS
6. What accomplishments are you most pleased about?
7. What has contributed to your success?
8. In some areas, has it been difficult to reach your objectives? How could I help you with these areas in the future?

STRENGTHS
9. What do you consider your strong points?
10. How do these abilities help in your job?
11. Are there ways we could use your talents more effectively?

AREAS FOR IMPROVEMENT
12. In what areas do you feel you could do a more effective job?
13. What have you been doing to improve in these areas?
14. How could I be of help to you?

DEVELOPMENT
15. What abilities would you like to improve?
16. What developmental opportunities would be helpful to you?