Culture can be different across companies and can dictate how questions are received. Bearing this in mind, if you generally feel that your leadership team has some transparency, I would ask the question something like this:
"How will our team's ability to attain or goals/KPIs this year impact the security of our roles in the given market conditions?"
You can also directly ask about your performance, "I am deeply invested in the success of this company. What feedback can you provide me about my performance that will enable me to be most successful in my role in the coming year?"
If you feel the response to this is positive, you can, depending on your comfort level, follow up with, "I appreciate your feedback. Given that you feel my performance has been strong, what can I do to ensure that I can contribute to the company even if personnel changes are being made in the future?"
Although these questions may sound direct, asking them makes it clear that you are invested in your future at the company and makes you memorable to the management/leadership team should difficult decisions need to be made.
As a manager, I find it shows a level of business maturity to ask thoughtful questions about your company's direction and make it clear that you might be flexible (whether that's changing your role somewhat or moving into a different department) should the company need to undertake layoffs.
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