You should always be professional when writing self-assessments. This means not bashing the boss for poor leadership or criticizing co-workers for making your life more difficult. It also means not gushing in an overly personal way about a co-worker or manager you really like. Whether you are providing critical or positive feedback, professionalism is important. Being professional means giving the appraisal its due attention, like any other important project that crosses your desk.
Dominique Jones, chief operating officer at the BetterU Education Corporation , recommends treating your self-evaluation like a work of art that builds over time. You'll be much happier with the result if you give yourself time to reflect and carefully support your self-assessment, she said. While the tips above can help you write a self-evaluation, few things improve the process like seeing an example firsthand.
To that end, we've created a sample self-assessment to guide you as you create your own. Keeping things simple and using short, declarative bullet points are key to writing an effective self-assessment.
While the exact nature of your self-assessment might depend on your industry or your job description, this basic model can help guide you in writing a self-evaluation. Did you know? Keep your self-assessment short and simple by using bullet points. Along with the elements in the preceding sample, self-evaluation forms might ask you to address some more specific areas.
Your answers will give your employer deeper insights on how you view your strengths and weaknesses. Here are some tried-and-true phrases that managers like to see in a self-assessment.
Performance is normally the most generalized area of self-assessments. These are some effective phrases to use on the form:. The reliability section will discuss how dependable you perceive yourself to be, so you could include these statements:. For leadership, you should use phrases that demonstrate how you've taken the initiative in the workplace.
Here are a few examples:. For innovation, the self-assessment is looking for ways that you solved problems in a creative manner. Here are a few example statements:. For teamwork , you need to demonstrate how well you work with others, using phrases similar to these:. In this section, you're expected to talk about ways you have come up with solutions to common workplace problems. Here are a couple sample phrases:. Performance evaluations help everyone know where they stand and how they're performing, including in relation to the goals of the organization.
Often, workplaces engage in performance evaluations annually, but they should become an ongoing process to fairly and accurately evaluate employees and create a culture of constant communication and feedback. They are part of an ongoing and regular practice of reflection," Hassell said. It's too easy to focus on a particular experience or event and then create an overarching story around performance.
This will prevent "recency bias," a type of tunnel vision that centers on recent events rather than the big picture. It also creates an inclusive, give-and-take culture where employees are invited to participate in offering feedback to their managers as much as their managers offer them feedback. Overall, an inclusive and communicative workplace has a greater chance of success. Katherine Arline, Marci Martin, and Jennifer Post contributed to the writing and reporting in this article.
Source interviews were conducted for a previous version of this article. Adam Uzialko. Need help writing your own self-assessment for a performance evaluation? Importance of self-assessments Self-assessments can be equally useful for employees and managers.
For employees Along with the performance evaluation often comes the self-assessment. When writing the part about your accomplishments, always keep in mind the value your contribution brought for the whole company. An honest and engaged employee will have no refrains from identifying mistakes and drawing conclusions from them.
Everyone strives for perfection, but perfect people and perfect employees do not exist. A much worse thing than admitting mistakes is avoiding taking responsibility for flawed projects or botched tasks and instead pretending all is fine. Remember that a good manager will see your mistakes as opportunities for improvement — and so should you.
Frame them as if they were chances for self-development and learning lessons. That is why, always after admitting a mistake, write a sentence or two to say how you plan to avoid them in the future. Try to also justify, whenever it is possible, the reason behind the failures. But do not seek external factors or put responsibility on others — it is your self-appraisal, so look for your disadvantages that might have affected the failures. I failed to notice a report from a colleague in my mailbox, as I tend to have issues with multitasking.
I focus completely on one task and sometimes forget to pay attention to other things. I plan to work on that in the future by attending a course, but for the time being I set a new rule to my mailbox to prevent missing very important mails. A very important, if not the most important, part of self-appraisals is setting goals and objectives for the future. In the end, you are leaving the past behind and what lies ahead is what matters.
If you want to thrive in your professional life, you should carefully plan your next actions and activities. Your goals depend on whether you want to develop in your current role or wish to advance to another role or change departments. By writing a self-appraisal, you can identify what activities seem exciting to you and if you would like more of them in the next year as well as what tasks you would eagerly refrain from, if there was such an opportunity.
Objectives can also cover trainings, courses and working on soft skills, like communication or time management. You should aim to be perceived by anyone who will read your self-review as a person striving for growth.
Managers love people who are hungry for progress and willing to learn new things. When you are a struggling employee, showing willingness to improve and learn would serve as a promise of trying to do your best to make your performance better. When you are a valuable employee with great performance, making an effort to plan your growth can add you additional points in the race for a promotion or salary raise. How can you make your self-appraisal a great piece of writing? Well, you do not necessarily need exquisite writing skills — it is not as much about the form, as about the content.
Obviously, it will provide a better reading experience if you happen to have the gift of writing in an engaging way. And follow our tips — they will help you compose a great self-appraisal that will be useful for you and your boss. The main purpose of a self-evaluation for your performance review is to highlight your successes, accomplishments and good work.
You have to be proud of what you have achieved in the past year. Emphasize any tasks or projects that are worth mentioning and in which your contribution was priceless.
Try to explain how they added value for the whole company. Self-appraisals are not just about your triumphs, but also about mistakes. One of the most important aspects of self-assessment to employees is the autonomy it provides. The process discourages micromanagement from team leaders, which we all know is a stifling drain on productivity. Employees who self-evaluate and are free to make their own choices about how they go about their responsibilities are happier, more committed, more productive and more loyal.
Employers and managers benefit greatly from employee self-assessment. When an employee self-evaluates, managers are able to gain insights into how employees feel about their work and how they fit into their team.
They can get a real sense of how employees view their jobs. It highlights misunderstandings and employees also get to feedback to managers what motivates them. But many great ideas about how to resolve productivity hitches can come from employees. When managers have a clear picture of what makes an employee tick, they can incentivise individually to help each team member achieve the goals they have set themselves. The biggest benefit for employers is the confidence it gives to employees. The continual process of self-assessment by employees and subsequent individual growth is hugely valuable to all.
Self-assessment and continual feedback contribute hugely to a culture of trust and engagement — the linchpin of business success. Self-reflection happens all the time in everyday life.
In education, it is increasingly utilised as a valuable learning tool. While self-reflection in everyday life seeks insight into behaviour and values for personal growth, self-evaluation at work is used to study performance in order to improve it. There are scores of studies on the value of self-reflection. A study by the Harvard Business School , for example, confirms a powerful connection between learning and reflection. It found the effect of reflection on learning is mediated by greater perceived ability to achieve a goal.
The advantages of self-evaluation are plain to be seen. A performance review can be many things: a source of anxiety, a prelude to a raise, a pain in the neck. The self-appraisal is the part of the review that employees have the most control over, so take advantage of it! Take a moment—or perhaps a celebratory lunch—to reflect on the process of reflection you just went through.
When you go back to work, start taking notes for next time! You can repeat this process independently from performance reviews to measure your progress. Writing a self-assessment can be easy if you already have a structure in mind and stick to it.
This is a general example you need to customize to your own role and requirements. To get started, write down any ideas you might have in your mind right away. Start early and take a couple of days to think about all your achievements from completing lengthy projects to smaller tasks that are worth mentioning.
Downtime will help you clear your mind and remember all of your best results, strengths, and expectations from the future of your role.
Performance Reviews: A Smart Guide to Self-Evaluating No element of a performance review is as intimidating for employees as the self-evaluation section they need to put together themselves. Align with your manager Before beginning your review, ask your manager or whoever is responsible for your review how the self-evaluation will be used.
During a self-evaluation, be self-centered in the most positive definition of the word. Lead with solutions. Many self-evaluations will ask employees to identify weaknesses, though they may not use that specific term. Address them, briefly, and explain how your organization can help address them. Each weakness should have a to-do attached for your management. Be forthcoming—but brief—regarding setbacks.
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