Here's how you can clarify your role and responsibilities as an application developer with your boss.

Sí sinceramente pues lo ideal es que saber cuáles son las tareas encargadas para uno y qué posición va a tener en el equipo de desarrollo si va a ser no sé analista QA en fin qué rol vas a ocupar para así saber cuáles son las tareas que tienes que hacer

If you have a well-defined role, you're an outlier. Often times your boss has to define your role for that company and perhaps even that team, making it hard to generalize or publish such guidelines broadly. This means that you probably know your role somewhat with a normal curve. You are pretty sure what you need to do but you don't know how far away from the normal peak your responsibilities stretch. Your boss probably doesn't either. See how well your definitions align. If you're not doing something they consider solidly in scope for your role, then it will be good to have identified. If you're doing something extra they don't recognize, it's good to get their feedback on it.

Sí muy de acuerdo cuando se entra un equipo de desarrollo lo más importante es preguntar para tener claridad sobre la tarea que se va a desarrollar o se va a realizar para el equipo y así no da?ar su productividad

Be prepared to talk about your goals. Not the ones the company foists upon you necessarily but the ones you have as a professional. How do you want to grow? What skills do you want to develop? If your boss knows these things then opportunities that come up that exemplify those skills may be directed your way. Ask about growth opportunities and see if they can tell you where you can improve. Waiting until review time is wasting a half-year on average and it's also under the guise of the review which feels more formal. Having the same conversation at some other point when a review isn't on the table can be a more relaxed discussion setting.

Así es como lo dice el póster La idea es también reunirse uno a uno con el team lead para aclarar todas las dudas que se tengan y poder ejecutar la tarea a cabalidad

Be proactive and schedule time with your boss. Don't necessarily wait for them to schedule time with you. They aren't mind readers and cannot know that you have concerns. Tell them ahead of time what the topic of the meeting is and if possible, some of the specifics of the questions you're going to ask. Again, if they don't have time to prepare answers, you're going to get non-answers like "i'll get back to you." You can help to avoid that delay if you let them know what you're going to speak about.

Como en todo trabajo en equipo lo más importante es la comunicación asertiva y clara para poder dar instrucciones y también recibirlas

There is no one size fits all approach to communication guidelines except to be honest. Some bosses might be jerks. Some workplaces might be adversarial. Some might be welcoming and value your development. Comparing yourself to your teammates is rarely in my opinion helpful. Comparing yourself to a standard for your role is more constructive. Ask how you can improve, not how you're not already doing things by your interpretation of a role guideline. As much as you want it to be objective, it isn't because the subject matter is people and performance which is inherently subjective. Be eager for growth and feedback, not demanding for them to define a hard bar you have to cross for promotion because your boss won't have that defined.

Perhaps you have regular touch points with your boss? Perhaps if you don't you should consider it. Make them infrequent enough to actually have something to talk about between meetings but frequent enough to ensure that you can demonstrate the application of their feedback from the previous session and to seek out new guidance if appropriate.