How to write a complete and impressive employee self-assessment

Write employee self-assessment is a great opportunity for people to self-reflect on their work performance, aspirations and aspirations for career development. This is an important part of the process performance evaluation. Typically, businesses will ask employees to analyze and reflect on their performance, as well as their contribution to the company during a certain period, and put it in writing.

In this article, we will provide you with useful instructions for making the Performance Review be complete, accurate, honest, and make a good impression on managers, especially when you do this activity for the first time. In addition, human resources departments of enterprises can also refer to this information to provide better document templates for operations. performance evaluation Staff.

How to write a complete employee self-assessment and make a good impression

What is an employee self-assessment?

This is also known as the Performance Review employee's document, is a written document by an employee that gives their thoughts and feelings about their job, abilities, challenges, and goals. It often goes hand-in-hand with a company's performance review.

Why is an employee performance review important?

Both employees and managers will see the self-assess work results of employees is valuable, because:

• Managers will get critical employee feedback on what gives them motivation and encouragement, insight into any differences of opinion or disagreements, how employees feel they fit into the team and the business, as well as see their ambitions.
• Employees are given the opportunity to self-reflect on their strengths, weaknesses, achievements and underperformance, and identify areas where they can take advantage of opportunities for growth and improvement, both in terms of profession and themselves.

Principles to follow when conducting employee self-assessments

1. Be proud

A major goal of employee self-assessment is to highlight your achievements and reminisce about milestones in your career development. A good self-assessment should point out specific tasks and projects to highlight your best work. When describing your accomplishments, you should emphasize the impact those achievements have had on the entire business to highlight the value you bring to the company.

Julie Rieken, CEO of Applied Training Systems Inc. says that you should try to connect your actions to the manager's goals. This alignment encourages managers to see your role in the larger context of the company.

“If your manager needed to hit a certain number, share how you played a role in achieving that number. The accomplishments you list should connect to the business goals,” says Rieken.

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2. Honesty and self-criticism

Self-assessment of work results It's not just about highlighting achievements. You should also critically evaluate times when you haven't met your goals. Being honest means pointing out weaknesses that can be improved or past failures that have taught you a valuable lesson. Recognizing your own flaws is important to demonstrate your ability to learn and your desire to continually grow.

However, it is important not to show any self-doubt in your self-assessment. Timothy Butler, a senior fellow and director of career development programs at Harvard Business School, advises employees to use positive language when criticizing areas where they need improvement.

Butler told the Harvard Business Review: “You don't want to say: I failed this job. Instead, say: This is an area I want to continue to hone. Here's what I've learned. This is what my team and I will do in the future.”

Honesty and self-criticism

3. Constantly striving to grow

The important thing when doing Performance Review is to never show procrastination, because people are constantly adapting, learning, and changing. Whether you've had a great year or not, it's important that you commit to improving and educating yourself. Taking a moment to list your goals for the coming year during the self-assessment demonstrates that you are not content to stagnate.

“The first step is to adopt a growth mindset and understand that adult human potential is not fixed. We are always in a state of wanting to “be…” and our potential increases or decreases based on many factors, including the environment in which we live and work. Adopting this framework prevents people from becoming too focused on perceived failures, and from becoming too attached to won victories,” says Hassell.

Managers will also see the willingness to improve and accept new things as a type of employee adaptability. If an employee is struggling, creating room for growth can improve their performance. On the other hand, an employee who thrives in their position requires further new development opportunities to prevent the boredom or stagnation they face.

4. Be professional

You must always be professional when writing copies Performance Review. This means not criticizing your boss for poor leadership or criticizing colleagues for making your job more difficult. It also means don't get too personal about a coworker or manager you really like. Whether you are providing critical or positive feedback, professionalism is crucial.

How to write a full employee self-assessment?

Start with a structure so you don't spend too much time on the activity, away from complexity or distraction. Consider the essential principles mentioned above and ensure the following 6 elements in your self-assessment.

1. Clearly define the scope

It's helpful to know in advance what your self-assessment will be used for: performance reviews, compensation reviews, or promotions? How far back do you need to look: just last year, this year, your time at the company or your entire career? Managers also note that it is important to clearly tell employees about the scope of the self-determination performance evaluation before they start writing it.

2. List your positive qualities

This doesn't have to be an exhaustive list as you need to prioritize what's important first. You can emphasize your responsibilities, work performance, work ethic, dedication, communication, problem-solving skills, how you work with clients, etc. necessary evidence.

List your positive qualities

3. Enhance your achievements

Be proud of your accomplishments and detail them by including key facts and figures, e.g. “I increased my sales 20% more than my target ". Also, tell the story of each specific achievement: background, challenges, other relevant team members, responsibilities, results, impact on the team, and ultimately the business.

4. Admit your mistakes and weaknesses

As Albert Einstein said, "A person who never makes a mistake never tries anything new". Everyone makes mistakes and they get the chance to reflect and identify areas for improvement. Master your mistakes and weaknesses, explain what happened, what you have learned from them, and how you will use them to improve and grow in the future. Then set yourself SMART goals (specific, measurable, achievable, realistic, and time-bound) to improve on the weak areas.

5. Feedback for management

Doing a self-assessment doesn't have to be one-sided, there may be problems or situations that prevent you from doing your best work, for example you can make recommendations to the production department to make existing processes more efficient. The provision of feedback to the company on the Performance Review is necessary.

6. Speak your ambition

It's important to end your self-assessment on a positive and aspirational note. Managers love employees who value career growth and are excited about their work. Therefore, you need to mention the career development opportunities that you want to participate in in the future, such as: more training, another degree, a promotion, another project. bigger,…

More tips for writing the best Performance Review

You can enhance some of our tips right here to make your self performance evaluation His really stands out.

1. Take notes throughout the year

Write version self-assess work results It takes a bit of preparation, but you can cut that prep time by taking real-time notes of your accomplishments and challenges, successes and disappointments from time to time. Keep a folder called “self-assessment”, fill it out regularly and this task will be cut in half the time.

2. Review your job description

Use your job description as a framework to assess where you exceeded expectations, what parts of the job you found challenging, and where you could grow further.

3. Use the STAR . method

This is a simple way to succinctly summarize how you approached a task, your contribution, and the results achieved. In there:

• Situation: Describe the context of what work you did or what problems you encountered at work.
• Task: Your responsibilities in that job.
• Action: The steps you took to get the job done or solve the problem.
• Result: What you have achieved.

4. Use numbers and statistics

Metrics and KPIs are your companions as you conduct your self-assessment. These will include numbers to back up the reports you write, such as if you grew your client base to 30%, put that number in.

5. Repeat the result

It is possible that the leadership team will not be able to remember everyone's contribution to the overall business results. So mention your specific role in delivering positive results for the company throughout the year.

6. Bring everything back to the company

Align your achievements with the company's goals, while also showing your personal level of contribution. Again, go with practical numbers.

7. Include feedback from others

The CFO praises you for completing your KPIs well ahead of time, an intern learned a new skill because you took the time to coach her, etc. People are usually ready. willing to provide testimonials, so don't forget to add their constructive feedback to the self-assess work results your.

8. Show it to a trusted friend

We are often too modest to talk about our achievements or overlook the facts. Therefore, you should ask a trusted colleague or friend to read through your self-assessment to see if it is a fair representation of all you have achieved and experienced. . Maybe they'll suggest you things you've forgotten or aren't interested in.

Have a trusted friend review the self-assessment

9. Check spelling and grammar

You need to make the best impression on management during your self-assessment. The detailed examination of the version Performance Review to correct all spelling and grammatical errors, will give a good impression of your own thoroughness and care.

An example of a well-executed employee self-assessment

Trang is the leader of the website marketing team. She was asked to prepare a copy Performance Review, this is one of the performance evaluation her can lead to a promotion to a more senior role. She has documented all of her accomplishments and challenges over the past year and finds it relatively simple to write a self-assessment. After writing it, Trang checked it with a spell checker, and asked her trusted friend and colleague Ngan to check it out.

Page writes in his self-assessment:

My positive qualities:

• I am a person with a positive attitude and I always strive for the best results for my team.
• I'm a good communicator and I keep everyone informed about what's going on with each project every day.
• I don't mind problems and this year I figured out how to effectively use our software, which means we can get the job done faster than 50%.

My achievements:

• I led the top performing team this year, helping to reduce Customer Attrition Rate by 30% – a strategic goal of the company.
• I designed a Social Media campaign that increased 40% traffic to our website. The CMO commented, “Congratulations to the Pages team on achieving the highest increase in website traffic this year.”
• The charity run organized by me and the whole group has raised 50 million VND to support the local disadvantaged children.

My underperformance and challenges:

• We've dropped our search rankings to 9th place because I don't check my analytics often enough, but I'll be setting a reminder every week from now on to make sure I'm regular. check them out.
• Our customer conversion rate was lower than expected.
• I wasn't able to spend enough time with our interns to help them see the full capabilities of the software.

Management feedback:

• I feel the customer conversion rate forecast for this year might be too ambitious.
• Can the IT department take on more responsibility for software training?
• Can we consider investing in new software to ensure better SEO content?

My career development goals and priorities:

• Extend our successful Social Media campaign to other platforms.
• Take the whole team on an advanced SEO article writing course.
• Attend an upcoming marketing conference and focus on moving towards brand equity.

Suggested self-reflections can be added to the employee's self-assessment

Along with the elements in the previous template, a company self-assessment form might ask employees to address some more specific areas. Your answers will provide managers with deeper insights into how you view your strengths and weaknesses around the skills needed on the job. Here are some examples of additional self-reflection when working on the version Performance Review.

1. Collaboration and teamwork

• Positive results: “I believe I have good teamwork and my teamwork skills have been very valuable in recent times. I took an active role in my department, working with confidence, expressing my ideas and opinions.”
• Negative Outcome: “I realized that I was so controlling on a project that I didn't give other team members enough room to contribute their ideas or develop their ideas. I will improve this to create space for colleagues to have the opportunity to build more initiatives.”

2. Motivation

• Positive results: “I have consistently shown commitment and motivation since I joined the company. I always meet deadlines and goals set by deadlines.”
• Negative Outcome: “As a perfectionist, I think I sometimes spend too much time on a task. I will learn to use resources more efficiently.”

3. Leadership

• Positive results: “I lead my team by setting an example. That's why I always take the time to think through how to tackle problems and challenges that may arise."
• Negative result: “I have not promoted the company culture and values in my team in the best way. Although I regularly hold meetings with this in mind, next time I will focus on it more.”

4. Problem Solving

• Positive results: “I have demonstrated my problem-solving skills during my time at the company. I can look at a problem from many angles to come up with a creative solution.”
• Negative Outcome: “Sometimes I feel overwhelmed when I have to make an important decision, so I often consult others. I think I need to work on my ability to better solve complex problems in the future.”

5. Decision making skills

• Positive outcome: “When faced with a difficult decision, I calmly make reasonable judgments about the positives and negatives, as well as the possible outcomes. I research and seek expert advice to make informed decisions.”
• Negative outcome: “When it comes to making decisions, I tend to rely on past experiences instead of looking for new solutions. I will spend more time reflecting and avoid making the same mistakes.”

6. Working under pressure

• Positive results: “I manage my time effectively to meet deadlines, even though they can be difficult for me. I have the ability to prioritize the most important tasks.”
• Negative results: “Time management is one of my weak points. I usually leave the more difficult or least exciting quests until the last minute. I couldn't stay focused when the stress increased. I will think about it and find a way to fix it.”

7. Communication

• Positive results: “I respect the conversation and debate among colleagues. I actively listen to my team and provide constructive feedback, and know how to accept the same from my team members and management team. I also try to build a positive relationship when communicating with clients.”
• Negative results: “Sometimes I find it difficult to communicate with people. I need to learn to better manage my emotions and not let them affect my work relationships.”

8. Adaptability

• Positive results: “I adapt to change and do my best to do my part in the transition. I appreciate the feedback when things don't go well."
• Negative Outcome: “I find it difficult to take on new tasks or tasks that are not my responsibility.”

9. Negotiation and problem solving

• Positive results: “I have successfully negotiated [information] for [the period of time], resulting in [profits] for the company. I am an analytical thinker, helping me to accurately assess situations and steer conversations with clients to good results.”
• Negative Outcome: “Although I feel I have improved with my negotiation skills, I still think there is still room for me to improve. I will adjust the approach more appropriately and try to use active listening.”

10. Emotional Intelligence

• Positive results: “I am aware of my strengths and weaknesses, which makes it easier for me to deal with my emotions. I try to understand and listen to people more.”
• Negative Outcome: “I often feel frustrated and have difficulty communicating when faced with certain behaviors by other team members. I get distracted and don't consider other people's opinions."

Make employee performance reviews a regular event

Performance evaluation help people know where they stand and how they are performing, including in relation to the organization's goals. Usually, companies will conduct performance evaluation annually (including a manager's review for employees and employee self-assessment). But it needs to become an ongoing process for employees to be evaluated fairly and accurately, and to create a culture of ongoing communication and feedback within the organization.

Make the implementation Performance Review Making it a regular activity will also form a culture of give and take, where employees are invited to participate in providing feedback to the manager, as much as when the manager provides feedback to them. In general, an inclusive work environment and regular communication will have a higher chance of success.

In addition, managers in a coaching or mentoring role can provide critical outside reflections and perspectives so employees can see failures as valuable learning opportunities. . Employees themselves can be happy to be praised for a job well done, but should not dwell on past achievements, because every company always has a need for the highest performance of its employees. tablets over time.

A recent LinkedIn study also found that there are 94% employees will stay at work longer if their company invests in their professional development and growth, so they can be better prepared for the future. Given this level of employee self-perception, especially among young people (Gen Z and Millennial), it's common for businesses to listen directly to employees and self-assess work results Theirs is more important than ever.