Completing a Performance Evaluation Self-Assessment

We recently published a blog post about how companies can make self-assessment part of the performance review process. By asking employees to evaluate themselves, they become an active participant in their evaluation. Instead of sitting down with their manager and being told how their performance is, they can bring their thoughts into the meeting and have a discussion. Employees are more receptive to their performance reviews when they have the opportunity to highlight work and results that they are proud of.

We would now like to help these employees by giving them advice on how best to carry out their self-assessment. Being asked to evaluate yourself can seem intimidating. On the one hand, you want to ensure that your assessment takes into account everything you have achieved during the assessment period. On the other hand, you don't want to seem like you don't know how to improve.

Don't worry, we are here to help you. Following the tips in this blog post will give you a well-rounded self-assessment that will lead to a productive conversation with your manager.

First, Think About What Tasks and Goals You Have In Your Role

The hardest part about a self-assessment is figuring out where to start. You have done a lot of work during the assessment period and need to figure out what is worth mentioning and what is not relevant.

Start at the top level and think about what you were supposed to accomplish when you started your job. Hopefully your manager has given you specific goals that you can use as a basis for your self-assessment. Can you say without a doubt that you have achieved your goals or made significant progress?

If you don't have job-specific goals, think about your main responsibilities instead. Consider how well you perform the core responsibilities of your job.

Share All Your Successes

Your self-evaluation is an opportunity to highlight the great work you've done. Start from your goals and tasks and list the key achievements that led to results. What work have you done that resulted in your goals being achieved? Have you initiated projects or taken advantage of an opportunity that was worthwhile for you?

If you are one of those people who are naturally humble, you shouldn't feel like you have to leave out examples of your professional success. Your manager is busy with his own work and may be preparing performance reviews for multiple employees. He may overlook your successes in a particular area. So fill in the gaps by mentioning all your achievements in your self-assessment.

But Also Share Where You Want to Improve

Make sure your self-assessment is balanced by mentioning what you could have done better during the assessment period. Nobody is perfect, so don't be discouraged when you remember where you failed. Your performance review is designed to help you improve.

Here, too, you should let your goals and tasks guide your self-assessment. If you haven't achieved a goal, take a step back and think about why. If there's a part of your job that you're not particularly good at, think about what's stopping you from doing it. You will find that your manager will give you valuable advice if you are willing to talk openly about your work performance.

Your self-assessment also gives you the opportunity to mention the new skills you would like to acquire or the work experiences you would like to have. Mention your career ambitions so your manager can think about what you want to do next while you excel in your current position.

Support Your Statements With Examples and Data

Support your achievements, but also your weaknesses, with examples and statistics. It could be that your manager has a different perspective, and anecdotal claims won't sway his opinion.

Proof that you have increased results in a specific area by X percent is undeniable. It also shows that you are making an effort to do impactful work rather than just being busy. You can further highlight these data points by providing specific examples of your work that made a difference.

When it comes to acknowledging what you could have done better, use data to show where you are now and where you want to be in the future. Don't just mention that you fell short, but make a plan for how you will improve in the future.

Go Into the Conversation With Your Supervisor With an Open Mind

You have created a self-assessment in which you explain your successes and your wishes for improvement. Now it's time to sit down with your manager and discuss the results.

Don't be surprised if you and your manager have different opinions about certain aspects of your performance. Hopefully you'll agree on the whole, but your manager may think you can improve in areas where they think you're doing well. Remember that your manager wants to help you reach your full potential, so listen and take their feedback to heart.

So don't be alarmed before speaking to your manager. Your objectives and the evaluation form created by Human Resources are intended to ensure that your evaluation is fair and accurate. Most likely, you and your manager agree on how well you are doing your job.

Prepare For Your Next Assessment

Your first self-assessment will always be the most difficult one to complete. Knowing what to expect will help you cope better during the next assessment cycle.

You can make future self-assessments easier by keeping a running record of your professional achievements during the assessment period. Use IceHrm notes to document your progress toward goals or other milestones. This will give you all the information you need for your next self-assessment in a few months.

Participate In Your Performance Review

If you are asked to do a self-assessment, you should be happy. Make sure you include your goals and objectives and outline your achievements and the areas in which you want to improve.

Empower your career journey with effective self-assessment. IceHrm's tools simplify the process, ensuring transparent evaluations and continuous growth.